aide de camp - amskier insurance

Aide de Camp

DISCLAIMER

The information contained in Aide de Camp is for general purposes only and is not a

substitute for legal advice. All legal questions should be referred to your attorney.

Staff Applications

Questions for Staff Employment Applications

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STAFF EMPLOYMENT APPLICATIONS

1. Why do I need a written staff employment application? • To learn some facts about a prospective employee

• To have a permanent record that can be referred to, if necessary

• To help “weed out” those applicants that are not appropriate for the job 2. What kind of questions do I ask on the application besides the standard ones? •Previous camping experience, if any ♦Camp attended as a camper (ask for dates) ♦Camp worked at as a staff member (ask for dates)

•Names and addresses of three references ♦Should be former employers, teachers, etc. ♦Should not include relatives or current camp employees ♦How applicant learned about the camp & about the job

• Ask if applicant has ever been convicted of any criminal charges

• Include a statement advising applicant that any questions that are answered fraudently will disqualify him or her from employment with your camp

• Include a statement advising applicant that all information will be investigated

• Include a statement that all considered applicants must have a personal interview

• Include a statement stating that if accepted for employment, applicant promises to abide by all camp rules

• Have your camp attorney look over the application for any errors or omissions or “incorrectly” worded questions or statements

Camper Applications

Assumption of Risk

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ASSUMPTION OF RISK

“I understand that part of the camping experience involves activities, group living arrangements and interactions that may be new to my child. These things come with certain risks and uncertainties beyond what my child may be used to dealing with at home. I am aware of these risks, and I am assuming them on behalf of my child. I realize that no environment is risk-free and so I have instructed my child on the importance of abiding by the camp’s rules. My child and I both agree that he or she is familiar with these rules and will obey them.”

Staff Applications

CIT Off-Campus Release

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CIT OFF-CAMPUS RELEASE

Dear Parent: At Camp , Counselors in Training (CITs) are permitted to leave campus, sometimes without adult supervision, and sometimes travel into town for pizza or other recreational activities. While CITs are not permitted to travel alone, the camp has no supervisory control whatsoever over your child's activities when they leave campus. For this reason we have enclosed a permission slip on which you can indicate whether or not you give permission for your child to travel off-campus, either supervised or unsupervised. Remember, by giving such permission, you are acknowledging that you are aware that your child may be unsupervised at certain times, and that Camp is not responsible for any off-campus activities. _______________________________________________________________________ I give permission for my child, _____________, to travel off-campus from Camp , either supervised or unsupervised. By giving such permission, I acknowledge that I am aware that my child may be unsupervised at certain times, and that on behalf of him/her, I release Camp ________ from any liability for any off-campus activities, that I assume any risk on his/her behalf, and that I will save and hold harmless the camp from any judgment, claim, award, or costs, including costs of defense, that may result. Name of Child: ______________________________

I hereby give permission for my child named above to go off campus on his/her days off.

I DO NOT give permission for my child named above to go off campus on his/her days off. Signature of Parent: ___________________________

Staff Applications

Staff Off-Campus Release

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STAFF OFF-CAMPUS RELEASE

During days off, staff are sometimes permitted to leave our campus. At such times, the camp has no supervisory control whatsoever over your child’s activities, and your child may come into contact with and be in the company of adults, whether or not camp staff. Please indicate below whether or not you give permission for your child to travel off-campus on his or her day off. By giving such permission, you are acknowledging that you are aware that your child will be unsupervised at these times, and that on behalf of your child you release (name of camp) from any liability for any off-campus activities, that you assume any risk on your child’s behalf, and that you will save and hold harmless the camp from any judgment, claim, award, or costs, including costs of defense, that may result. Name of Child: ______________________________

I hereby give permission for my child named above to go off campus on his/her days off.

I DO NOT give permission for my child named above to go off campus on his/her days off. Signature of Parent: ___________________________

Staff Applications

Parent/Counselor Drivers

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Parent/Counselor Drivers

The following is suggested language for parent/counselor drivers: “Parents and/or staff members may be asked to carpool or give rides to campers from time to time. This is not a required aspect of anyone's duties, but is only a favor to the camp or other parents. If and when this occurs, we will of course reimburse you for mileage at the accepted IRS rate. We appreciate your help in this regard."

Staff Applications

Agreements

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NAME OF YOUR Residential CAMP

I have attended Camp_______________Orientation & Training Sessions. I have carefully read the camp manual and understand what is expected of me. I understand that my purpose in becoming a member of this staff is to assist in providing a safe and age appropriate summer camping experience to all the children and youth entrusted to my care. In so doing, I will:

• Respect the rights and privacy of campers and staff

• Never abuse a child either physically, sexually, or verbally

• Report immediately, any allegations of, or observed abuse of any child

• Use my best judgement in decision making, always mindful of the safety of campers

• Never share information of a sexual nature with campers or encourage them to share personal or private information with campers or staff

• Never allow myself to be alone with a camper

• Act fairly with all campers and never select favorites for special favors

• Present myself as an appropriate role model who understands my role as a caretaker of children and youth

• Bring to the attention of my supervisor any problems I may have in carrying out the responsibilities of my job description.

• Never contact a parent or family member of a camper either by telephone, email or letter without the expressed consent

of the camp director

• Be mindful of what are inappropriate intimate behaviors with campers as well as staff

• Never permit my loyalty to the management of this camp to be compromised

I further understand that violation of any of the above statements may result in immediate termination. ___________________________ __ ______________________________ (Name of staff) (Signature) _____________________________ _______________________________ (Witness) (Date)

Staff Applications

Agreements

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NAME OF YOUR Day CAMP

I have attended Camp_______________Orientation & Training Sessions. I have carefully read the camp manual and understand what is expected of me. I understand that my purpose in becoming a member of this staff is to assist in providing a safe and age appropriate summer camping experience to all the children and youth entrusted to my care. In so doing, I will:

• Respect the rights and privacy of campers and staff

• Never abuse a child either physically, sexually, or verbally

• Report immediately, any allegations of, or observed abuse of any child

• Use my best judgement in decision making, always mindful of the safety of campers

• Never share information of a sexual nature with campers or encourage them to share personal or private information with campers or staff

• Never allow myself to be alone with a camper

• Act fairly with all campers and never select favorites for special favors

• Present myself as an appropriate role model who understands my role as a caretaker of children and youth

• Bring to the attention of my supervisor any problems I may have in carrying out the responsibilities of my job description.

• Never contact a parent or family member of a camper either by telephone, email or letter without the expressed consent

of the camp director

• Be mindful of what are inappropriate intimate behaviors with campers as well as staff

• Never permit my loyalty to the management of this camp to be compromised

I further understand that violation of any of the above statements may result in immediate termination. ___________________________ __ ______________________________ (Name of staff) (Signature) _____________________________ _______________________________ (Witness) (Date)

Staff Applications Drug Testing Wording

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COMPANY DRUG & ALCOHOL TESTING POLICY

As a result of its commitment to comply with the Drug Free Workplace Act of 1988 and to promote an environment that is drug free, the company will conduct pre-employment drug tests on applicants who receive an employment offer. Employees who occupy positions that are designated as "safety sensitive," who drive company cars, and/or who occupy facilities that are regarded as posing a significant risk will be subject to unannounced random drug testing throughout the course of their employment. In addition, an employee may be tested for "reasonable suspicion" when he/she is suspected of being under the influence of alcohol, drugs or controlled substances during work or following workplace accidents (where drug and/or alcohol use is suspected).

All employees are expected to cooperate with the company in connection with the administration of this policy and to comply with these requirements. Violation of this policy or failure to cooperate fully with any part of the testing process will result in disciplinary action up to and including termination of employment.

PRE-EMPLOYMENT TESTING

All applicants should be advised of COMPANY’S drug and alcohol policy during the job interview. These individuals will be required to undergo a drug test prior to the start date of their employment. Refusal to sign any required forms or to participate in the drug test will result in the job offer being rescinded.

Please note that in most circumstances, the drug and alcohol test is a urine analysis. In the event a urine analysis cannot be conducted, a similar test will be substituted (e.g. blood/saliva test).

Urine specimens will be screened initially using an immunoassay method. Specimens will be screened for the presence of the following substances:

Drug Trade or Common Name(s)

Alcohol Liquor, Beer, Booze, Wine, Distilled Spirits, etc.

Amphetamine Biphetamine, Desoxyn, Dexedrine, Uppers, Speed

Cannabinoid (THC metabolite) Marijuana, Pot, Grass, Weed

Cocaine Coke, Flake, Snow, Crack, Blow

Phencyclidine HCI PCP, Angel Dust

Methaqualone HCI Quaalude, Ludes

Opiates Paregoric, Morphine, Tylenol with Codeine, M, Smack

Barbiturates Phenobarbital, Amytal, Nembutal, Rebuttal, Seconal, Downers, Barbs

Benzodiazepines Librium, Valium, Halcyon, Restoril, Xanax, Serax, Tranks, Downers

Synthetic Narcotics Methadone-Polophine Propoxyphene- Darvocet, Darvon-N, Dolene


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Positive Results

A drug test that is positive will result in the employment offer being rescinded. Any applicant who tests positive must wait a period of twelve (12) months prior to re-applying for employment with the company and will be subject to another drug test upon receipt of a subsequent employment offer.

RANDOM DRUG AND ALCOHOL TESTING

All employees in "safety sensitive" positions, who drive company cars, or drive personal cars to conduct or support COMPANY business, and/or who occupy facilities that are regarded as posing a significant risk, will be subject to unannounced random drug testing. Positions classified as safety sensitive include those deemed by COMPANY to present a potential threat to the Company, employees, customers and/or others should the individual's judgment or skill be impaired through the use of drugs. All employees in these designated classifications will have an equal chance to be randomly selected for testing at the time that such testing occurs.

Reasonable Suspicion

In situations where an employee's supervisor or another member of management has reasonable suspicion to believe that an employee possesses or is under the influence of drugs and/or alcohol, COMPANY reserves the right to test the employee for drugs and/or alcohol. Reasonable suspicion exists when an employee displays such behavior as, but not limited to: unsteady gait, slurred speech, glassy-eyes, staggering, on the job accidents, excessive absenteeism and/or arguments with customers or co-workers.

Testing may also be required under the following conditions, among others:

• An employee is found in possession of physical evidence including drugs, alcohol, or paraphernalia possibly connected with the use of a drug.

• Drugs and/or alcohol are found in the employee's immediate work area.

• Following work-related accidents or violations of safety rules or standards, where drug and/or alcohol use is suspected.

Positive Results

If an employee tests positive for drugs and/or alcohol in any test other than pre-employment, he/she will be subject to further disciplinary action up to and including termination as well as a Continuation of Employment Management Referral (COE Management Referral) to the Employee Assistance Program (EAP) for assessment and appropriate clinical assistance (as indicated). The level of disciplinary action up to and including termination of employment will be determined in accordance with the severity of the infraction and/or impairment. Employees who fail to comply with any phase of the recommended course of treatment will be immediately terminated. A second positive test for drugs and/or alcohol at any time, under any circumstances, will result in immediate termination.

Confirmation Testing

A Medical Review Officer (MRO) will review all drug tests. All specimens will be sealed and signed in front of the individual at the time of collection. All positive drug tests for both applicants and current employees will receive an additional confirmation test performed on the same specimen from the initial collection. The confirmation test will employ gas chromatography/mass spectrometry (GC/MS) techniques or tests of equal or greater accuracy. The MRO will be responsible for verifying the positive confirmation test results prior to the release of the result to COMPANY. Failure to cooperate with any part of the medical review process will be deemed as a violation of the COMPANY’S drug testing policy and will be reported as a positive test result by the MRO.


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Reanalysis Testing

If an employee tests positive, he/she has the right to have a portion of the original specimen sent to a second laboratory for reanalysis. The request must be submitted in writing to Sterling Testing Systems, the COMPANY designated Drug and Alcohol Third Party Administrator, within 72 hours. The cost for the reanalysis is approximately $150.00 per drug to be reconfirmed, and is the responsibility of the individual making the request.

The second lab must be certified by the Department of Health and Human Services and must be selected by the individual making the request. Sterling Testing Systems will provide a current list of certified testing laboratories.

STATEMENT OF ACKNOWLEDGEMENT AND UNDERSTANDING

By signing this document I acknowledge that I have received a copy of the initial notice of Company’s implementation of a Drug-Free Workplace Policy as of February 2004. I am also acknowledging that I have read the Company’s drug and alcohol policy and have had it explained to me. I understand its contents and consent to all of the terms and conditions of drug screening set forth in the policy.

_____________________________________ _______________________ Associate Name (PRINT) Date

____________________________________ _______________________ Associate Signature Associate ID#

_____________________________________ ______________________ Witnessing Supervisor’s Name (PRINT) Date

_________________________________ Witnessing Supervisor’s Signature

Camper & Staff Applications

MVR Consent Form

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MVR CONSENT FORM

I, , authorize Camp to obtain my Motor Vehicle Records report for employment purposes. I authorize anyone to disclose this information to Camp and release all persons from any liability for obtaining or providing this information. I agree that a photocopy or fax copy of this authorization is as valid as the original. By:


Staff & Camper Communication Policy during Non-Camp Season

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STAFF & CAMPER COMMUNICATION POLICY DURING THE NON-CAMP SEASON

Communication between staff and campers is not permitted either before or after the camp season. We take full responsibility to make campers and their families aware of this policy. Summer camp at (name of your camp) is designed to be a very special experience that has a beginning and end. As caregivers, in loco parentis (in place of parents), we need to return our campers back to their families after the last day of camp. Hopefully, the appropriate relationships and positive experiences of the summer will create a treasure chest of memorable experiences. As we are well aware, unfortunately, some adults create inappropriate intimate behaviors with children. In order to eliminate any possible vulnerability to our staff, we will no longer permit any staff communication or contact during the "off season" with campers. We will therefore not share staff addresses, telephone numbers, or email addresses with campers or their families. We expect the same of our employees. Any exceptions to this policy must be discussed with (name of person).

Staff ApplicationsSexual Harrassment Policy

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SEXUAL HARASSMENT POLICY

The Owner/Directors of (NAME OF YOUR CAMP) have embraced Title VII of the Civil Rights Act of 1964. In keeping with this policy, no conduct toward any employee which may be viewed as harassing, discriminatory, intimidating, offensive, violent, abusive, or otherwise improper will be tolerated. The management of (NAME OF YOUR CAMP) reserves the right to discipline any employee who violates the spirit of this federal law. Disciplinary action may include job termination. WHAT IS SEXUAL HARASSMENT?

Sexual harassment is sometimes described as unsolicited advances. It may range from inappropriate sexual suggestions to coerced sexual relations. Harassment is viewed as a situation in which an individual in a position to control, influence, or affect another's employment, compensation, promotion, or job assignments uses that power to coerce a person into sexual contact or relations or punishes the refusal. The harasser may be the victims' employer, supervisor, co-worker, or employee. Sexual harassment may also include:

• unsolicited verbal sexual comments; • subtle pressure for sexual activity; • sexist remarks about a person's body or sexual activities; • patting, pinching, or unnecessary touching; • demanding sexual favors, accompanied by implied or overt threats involving one's employment,

compensation, promotion, or job assignment; • physical assault; • displaying or passing around posters, pictures, screen saver, e-mail, or other printed materials in the

workplace which might be sexual or otherwise offensive to other employees; • making jokes, insults, or comments in the presence of others who may find it offensive.

The sexual harassment policy includes all eight of the above statements that occur between non-supervisory employees as well as those who are employed as staff in this program. COMPLAINTS OF SEXUAL HARASSMENT

All complaints must be reported to: ( NAME OF STAFF ) Any complaint or report of harassment is serious and will be acted upon promptly. As owner/directors of this program we accept full responsibility to maintain a harassment-free work environment. To that end, we will:

• Investigate the complaint with objectivity and fairness. • Request written statements as well as a verbal accounting of the allegation. • Conduct interviews with the complainant as well as any witnesses. • Attempt to maintain confidentiality as is practical. • Interview the alleged offender individually as well as with the complainant if deemed appropriate.

Immediately following our investigation, if it is determined that inappropriate conduct has occurred, we will act promptly to impose an appropriate resolution to the incident.

Staff Applications

Transporter/Driver Awareness Form

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TRANSPORTER/DRIVER AWARENESS FORM

_ I am at least 21 years of age and I have a good driving record with a valid license.

_ I have submitted a copy of my license to (Camp Name).

_ I have agreed to have my driving record verified by (Camp Name).

_ I have completed a driving test with (Camp Name) this season (2007).

_ I am fully aware that I may be transporting “other people’s children” (campers) and I am prepared to transition from my normal driving habits, to the careful and safe driving pattern necessary for the campers to feel safe.

_ I will concentrate on driving only, and will not allow myself to be distracted in any way. Distractions may include (but not be limited to) eating, drinking, dealing with camper behavior, changing CD’s or the radio station, talking on a cell phone; I agree that I will not partake in such actions while driving.

_ I have another staff person to travel with me to deal with camper behavior and other “distractions” as mentioned above.

_ I have checked over the vehicle for safety, cleanliness, and all equipment is in working order, and I am aware of the safety equipment and it’s location in this vehicle. (first aid kit, emergency kit, fire extinguisher, accident report kit, registration and insurance information).

_ I will wear the vest while driving and I understand the purpose of the vest is to help others and me to recognize my role while driving is that of a ‘transporter of other people’s children” (campers).

_ I am aware that the effects of sleep deprivation are equivalent to driving while drunk; my abilities will be impaired. I acknowledge that I have had sufficient sleep to prevent sleep deprivation from impairing my ability to drive safely.

_________________________________ _____________ Signature of the Driver “Transporter” Date


HIIPA Release Form

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MEDICAL AUTHORIZATION I , parent or guardian of , authorize any physician, nurse or other health care provider, to communicate with the medical staff and director of Camp , or his/her designee, about my child’s medical condition, treatment, and/or prognosis. We further authorize the camp medical staff to discuss any medical conditions with the director, his/her designee, or the child's counselor when the medical staff, in its sole discretion, believes such communication to be in the best interest of the child. These authorizations are limited to through . Month/Day Camp Starts Month/Day, Year Camp Ends Signed: Dated:

Camp Name Official Title of Person Making This Report Staff Information Name of Injured Staff Age Sex DOB Location of Staff (if different from mailing address) Social Security # Marital Status Home Address, City, State, & Zip ______________________________________________________ Phone Number of Injured Staff ______________________________________________________ Date of Hire

Accident Information Date of Accident Time of Accident Address Where Accident Occurred County Where Accident Occurred Did Accident Occur on Camp Property?

Yes No

Nature of Injury and Part(s) of Body Affected Did Camp Provide Medical Care? If Yes, Where and When? Name and Address of Doctor Who Treated Staff ______________________________________________________ Name and Address of Hospital Where Staff Was Treated

Has Staff Returned to Work? If Yes, What Date? If Yes above, at what weekly wage? What was Staff doing when injured? How did the Accident or Exposure Occur? Object or Substance that Directly Injured Staff Was Staff involved in an unsafe Act?

Yes No

Was there any Mechanical Defect in Equipment Staff was using that caused the Accident

Yes No

Date Supervisor first knew of injury Date Staff Stopped Work Because of Injury of Illness Was Injured Staff Paid in Full for the Day of the Accident? Employment Information Staff's Job Title Staff's Average Earnings Per Week Total Earnings Paid During 52 Weeks Prior To Date of Accident? Staff Is Employed

Part-time Full-time

Days of Week Staff Usually Works

AMSkier Worker’s Compensation Claim Form

♦Please call 866.SKIERWC to report Worker’s Compensation Claims during Camp Season and 800.245.2666 in the off-season to report Worker’s Compensation Claims.

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Sample Work Comp Claim Form

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Workers’ Compensation

“Band-Aiding” Worker’s Compensations Claims

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BAND-AIDING CLAIMS

FOR WORKERS’ COMPENSATION INSURANCE Did you know that you have some control over your workers’ compensation premiums? By “Band-Aiding” minor work-related injuries, you can help keep your experience modification (and therefore your workers’ compensation costs) down. For a claim to be “Band-Aided” it should meet the following criteria:

The employee has not lost any time from work other than the day of the injury. The employee has not had more than two visits to a health care professional. The total bills do not exceed an amount that you are comfortable assuming yourself.

If the claim meets these criteria, you can “Band-Aid” it. By “Band-Aid”, we mean that you will report the claim to us within twenty-four hours to have it on record, but you will pay the medical bills yourself. When you phone in your workers’ compensation claim, you can let us know at that time that you are “Band-Aiding” it. If you aren’t sure whether a particular incident meets the “Band-Aid” guidelines, please ask and we will be glad to help you make the decision. Please call Carol or Mary at 800.245.2666 for further assistance or call 866.SKIERWC to report all workers’ compensation claims whether you plan to “Band-Aid” them or not. We want to make sure that you are protected for late reporting. We also want to help make sure that we help you manage your workers’ compensation costs.

Claims

Property Claims

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AMSKIER PROPERTY CLAIMS

Please report all claims involving damage to buildings and/or equipment by calling AMSkier 800.245.2666 within 24 hours after they have occurred or as soon as possible after they have been discovered.

When making the call to AMSkier, please have the following information available:

• Date and time of loss • Exact location of loss

• Type of loss (i.e., fire, vandalism, windstorm, etc.)

• Name and address of any police or fire department that was called in

conjunction with the loss

• Brief description of the damage

• Name and telephone number of person who will have the responsibility of speaking with the adjuster

If the property damage occurs while camp is in session, it is important to co-ordinate with the Camp Director concerning any necessary emergency or evacuation plans that have to be put into effect at once. The safety of the campers and staff takes precedence over all other considerations.

If repairs must be made immediately, be sure to take photographs of the

damage prior to making these repairs. If you must call in a professional person of any kind (i.e., plumber, electrician, etc.), make sure you have receipts from this person(s) for the immediate repairs that had to be made.

It is extremely important to minimize the damage. Any action you take to

do this should be documented and a record of expenses for this action should be presented to the adjuster.

Claims

Liability Claims

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LIABILITY CLAIMS

Minimizing Your Legal and Media Exposure Following an Injury We live in a litigious society where even minor injuries to campers can lead to legal action or media investigations. To help minimize your exposure in these situations, we offer these suggestions:

• If you suspect that an injury may lead to legal action, you should contact AMSkier immediately. We are ready to help and we will work through this together.

• Remind all staff that no one is to speak to any attorneys, investigators, adjusters, members of the media, or other third parties unless they are working on behalf of the camp.

• If anyone tries to make such inquiry, please contact AMSkier immediately.

• If a member of the media asks for an interview or comment, ask politely what his or her deadline is, and promise to get back to them by that time. Then call AMSkier for further instruction.

• If a member of a bona fide law enforcement agency wants to speak with you or one of your campers or employees, you should not refuse to cooperate. However, you should ask if you may speak with AMSkier first for further instruction.

• If the staff member or camper in question is a minor, you should ask to notify his or her parents before the interview takes place.

• Remember, if you receive any court papers or any correspondence or calls from an attorney related to an injury claim, do not respond. Contact AMSkier immediately.

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AMSKIER ACCIDENT REPORT 800.245.2666

Please fax this to us at 570.226.1147 within 24 hours of the accident. Camp-ALERT-Network 800.226.1666.

YOUR VEHICLE Vehicle Year Make Model Vin# (from ID card) Driven by DOB DL# Organization name Nature & extent of damage Where can vehicle be seen (location & phone#) POLICE REPORT (if any) Officer name Precinct/Barracks Report# OTHER VEHICLE Driver Address Telephone# Vehicle Year Make Model Owner of vehicle Owner address Telephone# Insurance Co. Policy# Extent of damage & # of passengers Where can vehicle be seen (location & phone#)

INJURED Name Address Telephone# Nature and extent of injury ____ Driver ____ Passenger in driver’s car ____ Pedestrian ____ Passenger in other car Ambulance called ____ yes ____ no Where taken WITNESS Name Address Telephone# DESCRIPTION OF ACCIDENT Date/time Location (street, city, state) Description of what happened (Draw details on back) Who received violation or citation

Page 1Claims

Sample Accident Report Form

Emergency Preparation Planning

Bomb Threat Checklist

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BOMB THREAT CALL CHECKLIST PLACE THIS DOCUMENT NEXT TO YOUR TELEPHONE

Please complete this document if you are the recipient of a bomb threat call. Attempt to keep the caller on the line as long as possible. Try to tell someone what is happening so they can

alert the director to call 911. Questions To Ask Caller’s Voice

• Where has the bomb has been placed? Male____ Female____ Child____ • Have you placed the bomb at this camp? Calm___ Nasal ___ Angry ___ Stutter ____ • Can you tell me if this bomb will explode? Excited ___ Lisp ____ Slow ____ Raspy ____ • Why do you want to hurt children here? Rapid ____ Deep ____ Soft ____ Ragged ____ • Is there something we can do to stop this bomb Loud ____ Clearing throat _____ Laughing ___ from going off? Deep breathing ____ Crying ____ Normal____ • Is there another way to deal with your problem? Cracking voice ____ Disguised ____Slurred ___ • Have you ever worked here? Whispered ____ Familiar ____ Distinct _____ • How will you feel if someone gets hurt? Estimated age _____ Accent _________

Exact wording of the threat: ______________________________________________________________________________________________________________

If voice is familiar, who did it sound like: ___________________________

Backround Sounds: Airplane ___ PA System ____ Static ___ Street Sounds ___ Machines ___ Bar room ___ Music ___ Subway ___

Remarks:_____________________________________________________________________________

Your name: _________________ Signature: ________________________


Emergency Planning Checklist

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EMERGENCY PLANNING CHECKLIST Have You Taken Adequate Steps to Prepare Your Camp for an

Emergency?

You Have Developed a Plan You have an emergency plan developed in partnership with public safety agencies, including law

enforcement and fire, health, mental health and local emergency preparedness agencies.

You have worked with businesses, government agencies and other camps in close proximity to your camp to make sure you plan is well coordinated and takes advantage of all available resources.

Your plan addresses traditional emergencies such as fires and accidents, but also terrorist activities in and outside of camp.

Your plan addresses the unique circumstances and needs of your camp.

Your plan is written using a large, readable typeface and formatted so it is easy to use.

You update and practice your plan regularly.

Your Plan Has What You Need Your plan details a chain of command so the roles and responsibilities for staff and outside first

responders are clear.

Your plan identifies steps everyone needs to take when responding to an emergency.

You have ensured there are multiple evacuation routes and rallying points.

Your plan includes steps to discharge and/or keep campers during an emergency.

You have a process for “debriefing”: interviewing staff and campers after an emergency to make sure you gather all necessary information.

You have identified and approved a team of credentialed mental health workers to provide counseling to staff and campers after an emergency.

You have access to other medical, legal and communications resources.


Emergency Planning Checklist

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You Have Planned for Emergency Communications You have established a process for communicating during an emergency, including one for parents and

the media.

You have identified a single spokesperson during an emergency, with back-up(s) in case that person is unavailable.

You have a list of emergency contacts and resources to be called during an emergency, including police, firefighters, health bureau, EMS and Red Cross.

You have a list of media contacts, including names, email addresses and phone and fax numbers.

You have one-page camp profile with key information about the camp, including directions.

You have a back-up communications system in case traditional phone lines do not work.

You have back-up public relations/communications resources that can you respond quickly.

You Have Increased Security Planning You have conducted a risk assessment of your camp – identifying those factors that put certain buildings,

staff and campers at greater risk.

You have conducted a security assessment of your camp, making sure you are controlling access and egress to your camp, requiring all visitors to sign in and be identified, and establishing special guidelines for delivery vehicles.

You have worked with local law enforcement agencies to review your security planning.

You have a code in place that staff and campers can use via walkie-talkie to alert the camp that an intruder in on site.

You have site plans readily available and shared them with first responders and agencies responsible for emergency preparedness.


Emergency Response Kit

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Emergencies take many forms and represent significant risk for a camp’s image, its ability to continue ordinary operations, its camper base, and its short- and long-term financial performance. Effective planning and response will help you navigate the emergency successfully. This Planning Kit provides an overview of what your camp needs to do to prepare for emergencies. Use it as a general guide to planning, but be sure to take into account your camp’s unique needs and take advantage of emergency planning resources available from local, state and federal agencies.

Gary Kimball

Executive Director

Camp-ALERT Network

800-245-2666



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1. Define the Types of Possible Emergencies The first step in preparing or updating an emergency response plan is to define all types of emergencies that may occur at a camp. The most common are:

• Natural disasters: They may include tornadoes, hurricanes, electrical storms, floods and other events that are not caused by human forces.

• Fires: Fires range in seriousness from small isolated events with no injuries to those that cause

significant damage to life and property.

• Accidental injuries or death: Most injuries and deaths are accidental. They may result from sports, hiking, waterfront or other camping activities.

• Injuries or death caused by “negligence”: These tragedies have the most severe

consequences and are the result of real or perceived negligence on the part of a staff member.

• Vehicular accidents: Any accident involving campers or staff members in camp or non-camp vehicles.

• Sexual abuse and other inappropriate behavior: These incidents involve inappropriate

sexual behavior by campers and staff.

• Disease and illness: Disease and illness become an emergency when they cause serious illness or death, or involve an infectious disease that moves beyond a handful of campers.

• Missing persons: These incidents include missing campers and staff members who leave the camp

voluntarily or involuntarily.

• Crimes: These are crimes committed by a staff, camper or outside person, including theft, burglary and murder.

• Terrorist Attacks: These include direct terrorist attacks, as well as a national tragedy that occurs

away from camp.



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2. Involve All Appropriate People To create an effective emergency response plan, it is essential for camp directors and owners to broaden their expertise by involving a wide range of people in the plan preparation, both in and outside of camp:

• Camp director/owner: The camp director is usually the designated spokesperson in an emergency and so plays a pivotal role in plan preparation. He/she also will have considerable experience and financial/legal perspectives.

• Staff: Senior counselors representing all areas of camp bring a unique set of experiences and

perspectives to the planning process.

• Legal counsel: Legal counsel should not only offer insight as a plan is being prepared, but should review drafts of the plan for its legal ramifications.

• Medical professionals: Both physical and mental health professionals should play an important

role in plan preparation, discussing appropriate response to medical emergencies and ensuring there are proper medical contingencies.

• Emergency responders: Law enforcement, fire officials and EMTs should participate in planning.

They deal with emergencies on a regular basis. They can help a camp respond properly and understand the legally mandated actions in their communities.

• Government agencies: Local government agencies, such as local health bureaus, are an

important ally in the event of an emergency, especially with newer terrorist threats.

• Insurance: Insurers should be involved in the emergency planning process. They are experts in liability issues and in handling emergencies, and can help camps understand how the claims process will unfold in the event of a tragic event.



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3. Establish One Spokesperson and Emergency Communications Center

It is absolutely critical to identify one spokesperson in the event of an emergency and define his/her specific responsibilities. The spokesperson should be the camp director or, at least: • Someone who clearly represents the camp and is in a position to make decisions. • Have a complete compendium of camp information at his/her disposal. • Not be burdened with too many other administrative and operational duties during an emergency. Clearly define what the spokesperson can and cannot say. Everything that the spokesperson says must be completely accurate; there can be no speculation. The spokesperson needs access to the camp’s chain of command 24 hours a day, seven days a week. All leadership personnel need constant access to the spokesperson. 4. Establish A Chain of Command Establish a clear chain of command in the event of an emergency. This chain of command will take into account a two-way flow of communication: • When an emergency begins, all information is communicated quickly and accurately through the chain to

the spokesperson. • That spokesperson then has the responsibility to direct all actions and communications to campers, staff,

families, media and other interested publics. • This chain of command may vary depending on the type of emergency and whether it occurs on or off

campgrounds. • This chain of command identifies the roles and responsibilities for not just staff, but also law enforcement,

fire officials and other first responders.



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5. Your Plan: Step by Step An emergency response plan should be clearly written, well formatted and easy to use. It should be organized in a way that facilitates ease of use. Directions should not be open to interpretation. The basic components of a plan are:

• Introduction: A brief introduction should state the purpose of the plan, repeat its importance, define who should have the plan, and identify the key camp emergency spokesperson.

• Important phone numbers: The front of the plan should contain a page dedicated to important phone

numbers for handy reference.

• Contents: A table of contents can help the user find sections easily.

• Procedures: Step-by-step procedures should move users through the chain of command to ensure the safety of all campers and counselors. Key parts are:

When the plan should be activated. Reporting and documentation of information (“debriefing”) from those involved. Contacting emergency services. Evacuation and/or organization of campers and staff. Establishing emergency headquarters Other steps to bring the situation under control. Contacting family members of anyone injured or deceased. Other communication outside of camp with authorities, parents and media, taking into

account the possibility of large numbers of media showing up. Arranging for medical care for those directly and/or indirectly involved. Arranging for mental health professionals to work with campers and staff. When to resume normal camp activities.



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6. Distribute, Review, Practice and Update the Plan.

Your plan does not do any good sitting on a shelf. • It should be widely circulated and understood by everyone at camp.

• Circulate the plan to other important figures in the local communities; for example: fire departments,

police, other government agencies, and hospitals – and look for their input.

• Use the plan as an educational tool to instruct staff members in their emergency duties.

• Schedule regular training sessions with small groups of staff members. Training should also include information on types of emergencies.

• Emergency response drills should be conducted on a regular basis.

• The plan should be reviewed and updated on an annual basis. This review process should follow the

same procedure and involve the same people as used in the creation of the plan.

7. Supporting Materials Support your plan will these materials:

• Phone Call List for Emergency Services, including police, fire, EMS, hospitals, insurance, utilities, state/federal/local agencies, and mental health resources.

• Phone Log for Emergency Services so staff can easily document calls made. • List of media, including phone, fax and email addresses so news releases can be sent out quickly.

• A one-page fact sheet for the media that contains basic information about the camp – number of

campers, counselors, address, phone number, history, accreditation, name of director. • Map and directions to camp.

• Phone log forms to record all incoming and outgoing calls related to the emergency.

• Emergency response checklist to ensure all necessary steps are followed.



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8. The Special Circumstances of a Terrorist Attack A terrorist attack away from your camp could still have serious consequence for your camp. The possibility of such an event requires camps to understand and plan for these new contingencies. Potential Consequences In the event of a terrorist attack, the following circumstances could arise: • Families attempting to communicate with the children. • Children and staff attempting to communicate with families to make sure they are alive and well. • Inability to communicate with groups of staff and campers who are off-site at the time of the attack. • Panic on the part of families if telephones are not working. • Families arriving to take their children out of camp. • Children and staff grieving over the loss of parents. • Road, bridge or tunnel closings that make transportation impossible for day camps. • Day camps needing to keep children overnight. • Fear and anxiety on the part of campers. Planning To respond to these potential consequences, camps should add to existing emergency response plans. This planning should be based on the premise that unless the camp is in imminent physical danger, the safest place for campers to be is at camp. This planning should follow all the appropriate steps as in general emergency planning.



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Transportation For off-site camp trips a protocol should be established for communication and returning children to camp. In the event that communication is impossible, there should be clear guidelines on how and when to return to camp and what to do if it is impossible to return to camp. For day camps, planning should include transportation companies. This planning will establish clear procedures for:

• Pick-up and drop-off of campers.

• Steps to follow if transportation of campers is in progress at the time of the tragedy.

Psychological counseling In the event of a tragedy, every child will react differently, some speaking openly and others going about their usual routine, seemingly unaffected. The goal should be to make children feel safe. To do that, you must respond to their fears and questions: • If children want to talk about events, be available and talk to them. Listen to their fears. • Tell children the truth about what happened, but limit how much you tell them depending on their age.

Children will respond to your verbal and nonverbal cues, so be calm around them. • A child’s common fear after a disaster or tragedy is that it will happen again and injure or kill someone they

care about, leaving them alone. Reassure them. • Limit television. Recurring images on the news can reinforce fear. • Get back to your routine as quickly as possible. Routines can be tremendously reassuring to children. • Have prearranged contractual agreements with clinical personnel if not already on staff to assist with

possible post-traumatic stress disorder reactions.



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Communication In the event of tragedy, some communications, such as telephone, fax and email, may not be available. Establish a communication hierarchy that you will share with all relevant parties, including families and local authorities, so it is clear how the camp will communicate. Work with local authorities for contingency planning in the event that typical means of communication become unavailable. This may involve the purchase of satellite-based phones or other more sophisticated communication equipment. Pre-record a voice mail/answering machine message that will let parents know that although they cannot reach you, children are safe. This message can also include details of how and when you will contact parents. Investigate phone services that automatically dial and make phone calls for you. Bio-Terrorism Hospitals and physicians have worked very closely with local health bureaus, state departments of health, the National Centers for Disease Control (CDC), the FBI and county emergency management agencies to be ready to care for the victims of any possible bio-terrorist event. Should any case of possible bio-terrorism be identified, the public would be notified immediately and advised of the appropriate action to take. Contact your local health bureau for details in your area. Pre-Camp Communication Communicate with families before the camp season to let them know that you have planned for a national tragedy, emphasizing that your focus will be on keeping children at camp, not relocating them. Do not alarm

parents needlessly, so keep this letter short, the tone reassuring and, if possible, include the information as part of another letter that has other information for parents.



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9. Emergency Response Communications Communicating with the media and parents with information about an emergency or emerging situation – before they contact you – can earn your camp major credibility points. It will give you more control of what is said, and help put families at ease. Remember, they will likely learn the information on their own, so it’s always better to come forward first. When communicating:

• First, evaluate the situation: Release information only when the facts are absolutely accurate and the camp’s legal position is clear. The spokesperson must not speculate. When an emergency occurs, it is often difficult to sort out the facts and determine exactly what happened. That’s why it is essential that an emergency preparation plan include a clear chain of command for gathering and communicating information.

• Plan your response: When you have gathered all your information, you must plan your response, taking

into account all of your audiences – campers, staff, families, authorities and the media. • Communicate quickly and honestly: It is absolutely essential to communicate the facts of an emergency

quickly and honestly. When a tragic event occurs, communication inevitably follows, which may include media reports, parent phone calls, camper calls to parents, staff discussions with campers, and more. A quick, accurate response will put the camp in control of these communications, help prevent miscommunications, build trust and make sure the camp’s side of a story is told.

• Evaluate your response: Provisions should be made to monitor media broadcasts, family reaction and

the actions by the authorities to make sure your response is appropriate and effective. Adjust your communications to meet new circumstances.



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10. Speaking With the Media Many emergencies will generate media coverage. You can’t prevent coverage, but you can lessen the negative impact by responding quickly and honestly. Remember these rules: • Respect deadlines. If you can’t speak to a reporter, ask what the deadline is and make sure you call back. • Do not be confrontational. Stay calm and in control at all times. • Don’t arouse media suspicions by saying “no comment” or refusing to return calls. • Communicate what you know and tell reporters what you don’t know. • Prepare “talking points” ahead of time, so you stay on track with a consistent message. • Do not speculate. The media will try to get you to draw conclusions. Don’t let them. Stick to your key

points. • Do not reveal personal/medical information about campers or staff. • Keep interviews brief and end a conversation when you need to. When working with television crews:

• If your camp is on private property and you’re in the middle of an emergency, you can ask them to leave. Remember to calmly explain why and be polite. Plan a time to call them later.

• If you feel forced into an on-camera interview, ask if you can talk to the reporter off camera first. Use that

time to explain the situation and try to set parameters for the interview. • Remember that television works in short sound bites, so prepare your key points in short statements that fit

this format.



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11. Communicating with Families

When communicating with parents: • Be the first to contact families about an emergency. • Stay calm and in control. Parents take their emotional cues from you. • If possible, emphasize the positives. • Be open, concerned and offer your assistance. When possible, call parents to discuss important issues personally. If you have to write to parents of all camp families about bad news, try to organize your letter like this:

• Open with a “buffer” that softens the bad news: This is a brief, neutral statement that finds common

ground between you and the parents and can be linked to the bad news later in the letter. Remember, there are times a direct approach is more appropriate; don’t be patronizing.

• Explain the reasons for the bad news: By stating the reasons before the news, you can make a good

transition from the opening and put the bad news in perspective. Again, this approach does not always work. Sometimes, it’s better to move right to the bad news.

• State the bad news: Be clear and factual, but soften it as much as possible without diluting the meaning.

Be brief. State the bad news once, provide those details that are necessary and move on.

• Explain how you are addressing the situation: Express your concern and resolve to correct the situation, investigate the matter or make sure it never happens again. Be careful not to admit guilt.

• Close on a positive note: Tie the close back to the idea in the opening sentence with a positive

statement that continues to put the emergency in a larger perspective and expresses your concern and willingness to help.


Camp Security

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CAMP SECURITY Every parent who sends a child to camp wants to feel assured that you are providing a safe and secure camp environment. In light of recent events and warnings, these concerns have taken on a high priority. Certainly, you want to do everything you can to protect your campers and staff, and in all likelihood, you have already taken steps to improve camp security. The following suggestions are offered as a guide, which hopefully will be helpful in working through your security plans and procedures. PREPARATION

Establish a “Camp Safety Team.” Utilize key camp staff members (director, assistant, nurse, head of maintenance, counselor, security, etc.).

1. Conduct a security audit to determine the unique conditions and circumstances of the site, buildings, roads and neighborhood.

2. Establish a protocol for dealing with safety situations such as fire, intruder, hostage,

explosion, homicide, kidnapping, etc.

3. Define a chain of command and the role and responsibilities of each staff member.

4. List priorities to be attended to in the event of an emergency.

5. Identify a command center and alternative.

6. Develop a communication and notification system, including an alternate system. (Consider use of PA system, two way radios, cell phones, bull horn, etc.)

7. Plan and implement an annual staff in-service.

8. Establish a liaison with local emergency and support services.


Camp Security

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PREVENTION

1. Secure the perimeter:

a. Provide gates at driveways and a gate house. The gate attendant needs direct communication with office by intercom, cell phone and/or two-way radio.

b. Fencing where possible, especially along roads. c. Lighting can be helpful in special areas.

2. Visitors and deliverymen should be given a visible ID, which is returned upon leaving the camp.

3. Use nametags, camp shirts or other identifiers for camp staff.

4. Have powerful flashlights available and auxiliary power in at least the first aid/nursing

station.

5. Know where service shutoffs are located.

6. Open boxes & packages in locations other than in the main office.

7. Establish an easily identified security patrol (vest and/or hat) at night, and ask police to include camp roads on their regular night patrol.

8. Have highway signs in English only so that emergency equipment, deliveries and

parents can find the camp; but avoid attracting unwanted attention.

9. Provide fire fighting equipment and trained staff. Consider a “dry hydrant” so you can pump water from a pool or lake.

10. Have head maintenance man maintain fire equipment in working order, and have

available useful hand tools (axes, crow bars, wrenches, shovels, etc.) for immediate rescue or damage control. Also, post “no trespassing” signs if appropriate.


Camp Security

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11. Establish an aid station.

a. Nurses/doctor and trained first aid team. Have them plan for multiple injuries. b. Adequate supplies, stretchers, and in-camp transportation to deal with injured

parties.

12. Safety inspections of camp facilities done annually and a written report made. 13. Establish a series of communication codes which can be communicated by two-way

radio or loudspeaker. Example; “Mrs. Green, please come to the office,” might mean that an intruder is on campus.

14. Check on deliveries, especially fuel trucks. Have the company call ahead when a

delivery is expected. Have the driver show the bill or delivery slip at the gate.

15. If possible, place video surveillance cameras at strategic locations.

IMPLEMENTATION

1. Develop a plan to move campers to secure locations if necessary in case of intruder, fire, explosion, tornado or other threat. In the case of an intruder, stay away from windows and doors. Tell stories and play passive games, but don’t play active games.

2. Explosion/fire: a. Staff should clear the area. Don’t attempt to fight fire. Stay with your

campers and notify the director about the fire, injuries and missing persons. b. The director calls 911. c. Locate area of fire/explosion, nature and scope. d. Send person to meet and direct emergency vehicles and provide information

to service personnel.

3. Hostage/Homicide: a. Notify the director. Give as much information as possible (# of terrorists, #

of hostages, location). b. The director notifies the police. c. Campers and staff go quietly to secure buildings and close/lock doors and

turn off lights. Take attendance. d. Isolate area around terrorists and hostages. e. Try to maintain quiet. f. Let police handle the situation.


Camp Security

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4. Kidnapping: a. Report incident immediately to the director at once who will in turn notify

the police. b. Don’t attempt to interfere if the kidnapper is armed with a weapon. c. Make careful note of all pertinent information (name of camper, description

of attacker, type of weapon, direction taken, vehicle description). d. Try to keep campers and staff calm. e. No attempt at recovery of the victim should be made if there is any chance of

injury to the victim, campers or staff. It is best to let the trained police handle the situation.

5. Bomb Threat:

a. When a bomb threat is received by phone: i. Note exactly what was said by the caller and exact time of the call. ii. While the caller is on the phone, listen for background noise or other

voices. iii. Ask for the location of the bomb and when it’s to go off, if possible. iv. Hang up. Then pick up phone and after dial tone, push *57. Listen

for confirming tone. (This will store the number in the telephone exchange)

b. Notify the director who notifies the police. Let them know about your call trace.

c. Advise staff and campers to exit buildings (as in fire drills) and report to safe outside locations or open pavilions.

d. Secure camp map and keys if needed, ready for the police/fire teams to search the buildings.

e. Move campers and staff back into buildings only after they’ve been checked and determined to be safe.


Camp Security

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CALL FOR HELP

1. Contact Camp-ALERT-Network @ 1.800.226.1666 available 24 hours a day seven days a week. They have contacts with FBI and Homeland Security.

2. Help is available for you to:

a. Deal with the media. b. Get advice on legal matters. c. Effectively communicate with parents.

FOLLOW-UP

After an incident, there may be campers and staff members who are in need of counseling services. Psychologists, social workers and trained counselors should be brought in to help in this area. SUGGESTION

Since parents are concerned about the safety of their children, it is suggested that you include in your regular camp publication that a security consultant worked with your “Camp Safety Team” to insure that everything possible is being done to protect the safety and security of the campers.

“THE SAFEST PLACE FOR CHILDREN IS AT CAMP”


Resources for Planning

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New Resources for Emergency Planning at America’s Finest Camps

The U.S. Department of Education has just launched a new web site that is intended to serve as a “one-stop shop” to help schools across the country plan for an emergency, including natural disasters, violent acts and terrorist attacks. The web site, www.ed.gov/emergencyplan, is also a great resource for day and residential camps. As camp season approaches, let’s remember the importance of emergency planning. If you don’t have a plan in partnership with public safety agencies, including law enforcement and fire, health, mental health and local emergency preparedness agencies, develop one. Ensure that it addresses traditional emergencies such as fires and accidents, but also terrorist activities in and outside of camp. If you do have a plan, review it. Ensure that it addresses the new issues related to terrorism, then practice. Documents on a shelf don’t work in an emergency. Ensure that your camp plan addresses your unique circumstances and needs. The following page offers a list of recommendations for possible emergency situations.


Resources for Planning

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We recommend:

• Conduct a risk assessment of your camp. Identify those factors that put certain buildings, staff and campers at greater risk. Then develop a plan for reducing the risk.

• Work with businesses, government agencies and other camps in close proximity to your camp to make sure you plan is well coordinated and takes advantage of all available resources.

• Conduct a security assessment, making sure you are controlling access and egress to your camp, requiring all visitors to sign in and be identified, keeping cars, buses, and trucks (when possible) away from buildings.

• Have site plans readily available and ensure they are shared with first responders and agencies responsible for emergency preparedness.

• Ensure there are multiple evacuation routes and rallying points. Your first or second evacuation site options may be blocked or unavailable.

• Ensure a process is established for communicating during an emergency, including parents and the media; make sure one spokesperson is identified.

• Have a plan for discharging and keeping campers. Remember that during an emergency many parents and guardians may not be able to get to the school to pick up their child. Make sure every student has a secondary contact person and contact information readily available.

• Work with law enforcement officials and emergency preparedness agencies on a strategy for sharing key parts of the emergency plans.

• Develop a chain of command responding to an emergency. The roles and responsibilities for staff, law enforcement and fire officials, and other first responders need to be developed, reviewed and approved.

• Identify and approve a team of credentialed mental health workers to provide mental health services to staff and campers after an emergency.

Remember, in the event of an emergency, call Camp-ALERT Network immediately. Camp ALERT and the AMSkier Partners are available 24 hours a day, seven days a week to help you respond to an emergency. For more help in developing appropriate emergency response plans, go to www.ed.gov/emergencyplan,or call AMSkier’s Camp-ALERT Network at 1-800-226-2666

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Gene Ezersky Camp Safety College A Continuing Education Program for Certifying Camp Safety Directors

Philosophy The most critical mission for camp staff is to do everything possible to assure that children enjoy themselves in a safe environment. One step toward completing this mission is to establish the position of camp safety director. Establishing this position would demonstrate to parents, campers, and staff that management has nothing but the highest expectations when it comes to making safety the camp’s principal mission. In order to make it possible for camps to establish the position of safety director, a group of interested camping professionals has come together to establish a camp safety college. The purpose of the college is to certify key members of a camp’s staff as safety directors. The founders and developers of the college are among the most distinguished names in the camping industry: AMSkier Insurance (Henry Skier, President), the Association of Independent Camps (AIC) of the American Camping Association (a founding sponsor), and American Re-Insurance (a camp program partner with AMSkier). Supporters of the college include the many professional camping organizations located in all regions throughout the United States.

The College Name The safety college is named for Gene Ezersky, who was a nationally recognized expert in camp safety. Gene had been the owner/director of Indian Head Camp for 35 years, and he had long been associated with the Cornell Cooperative Extension Program in New York City. Gene had been the Executive Director of SAFETYunderwriters, a consulting service of AMSkier for 15 years. The purpose of this service is to help camp directors evaluate the safety of their camp and then aggressively implement a program of improvement in order to make camp a safer and more enjoyable experience for both children and staff. We shall continue to pursue the ideals of the safety college that Gene imparted to us from his long years of experience in the industry that he loved. The college will continue to stress and share with others the ideals and standards that have now become an important part of Gene’s legacy to the world of camping.

Earning Certification As Safety Director Candidates must apply to and enroll in the Gene Ezersky Camp Safety College. After satisfactory completion of twenty-eight hours of instruction, the candidate will earn certification as a camp safety director. The following guidelines should be used by camp owners/directors to identify candidates who would qualify for admission to the Gene Ezersky Camp Safety College. Candidates should: • have five years (or more) of camp experience. • be expected to continue at camp for the next three to five years (or more). • have completed two years of college or the equivalent. • be willing to make the commitment needed to study safety, attend classes, and pursue

twenty-eight hours of continuing education.

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Benefits to the Camp • Camp owners/directors will receive up to the minute information about incidents at

camps and recommendations about how to improve their safety practices and procedures. • The certified camp safety director will monitor the safety-related aspects of camp activities

and report directly to the camp owners/directors. • Improving camp safety will reduce the frequency and seriousness of incidents, and

insurance costs will reflect the improved performance. • Ongoing emphasis on safety will enhance a camp’s standing with families, staff, and the

community in which it is located. • Marketing and promotion of your certified camp safety director will give camp owners/

directors an advantage over camps that have not made this commitment to safety. • Following the recommendations of the safety director will give management greater

confidence that everything possible is being done to maintain a safe environment for children.

The Curriculum Certification as a camp safety director requires successful completion of twenty-eight hours of lectures, demonstrations, practicum, and related instruction. Courses and hours of attendance can be tailored to meet the needs of the candidate, and coursework can be completed as continuing education over an eleven-month period. Courses will be offered at various sites, including at the ACA National Conferences, at the Tri-State Camping Conference in New York, and at regional camping conferences throughout the United States.

Application and Enrollment Candidates for admission can apply by completing an enclosed application. For more information or assistance, you may contact Norman E. Friedman at 800.245.2666. Tuition for the camp safety director program is $1,500. Checks should be made payable to the Gene Ezersky Camp Safety College and mailed to AMSkier, 209 Main Avenue, Hawley PA 18428. A limited number of scholarships are available for the program from the following sources: • AMSkier offers a scholarship of $500 for camps that insure with them. • The Association of Independent Camps offers a scholarship of $500 for their members. • Non-profit camps may also be eligible for another $500 scholarship. Please call Norman

Friedman for more information. As is true of many professional degrees, recertification as a camp safety director will be required annually. The recertification requirements will be established shortly; they will involve significantly less coursework and a correspondingly lower tuition.

For additional information about The Gene Ezersky Camp Safety College, visit our Web site at

amskier.com/gecsc.htm or email our Dean at [email protected]

Attention: Camp Staff

The Gene Ezersky Camp Safety College Touro University International Summer Leadership/Study Program Touro University is fully accredited by the Middle States Commission on Higher Education.

The Gene Ezersky Camp Safety College and Touro University International Summer Leadership/Study Program is open to college students who have at least completed their Freshman year at accredited colleges and are in good standing. Under the supervision of the Certified Camp Safety Director, the applicant must complete a prescribed course of work as detailed below. After satisfactory completion, Touro University International will award four elective credits and send documentation of same to the Home College. The cost of the Leadership/Study program is $300.

Camp Leadership/Study Requirements • Three (3) safety goals are to be established by the student and the Camp Safety Director, which must

be approved by the Dean of The Gene Ezersky Camp Safety College.. • Five (5) safety articles from an assigned bibliography of safety magazines and/or journals must be read

and summarized. • One (1) three page paper of approximately 1000 words must be completed. Select (a), (b), or (c) below:

a. A description of the three (3) original goals and why they were selected. b. A short and long term plan to address the original three (3) goals. c. Discuss ways to insure safety within a camp setting.

• Weekly meetings with the Camp Safety Director. • Successful completion of the summer camp season.

Faculty at Gene Ezersky Safety College Camps

Instructors who have completed at least two areas of the Gene Ezersky Camp Safety College curriculum will be the on site faculty of this program. Camp Staff Leadership/Study Personal Enrollment Data Name Name of Camp Home Address City State Zip Code Telephone Fax Email Name of College Address City State Zip Code Signature Date

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For additional information about The Gene Ezersky Camp Safety College, visit our Web site at

amskier.com/gecsc.htm or email our Dean at [email protected]

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Page 1General Insurance

Certificates of Insurance

EXPLANATION OF CERTIFICATES OF INSURANCE

1. When should I ask for a certificate of insurance adding my camp name to their policy?

There are several types of situations when you should request certificates of insurance from others:

You should always ask for certificates from groups using your camp for pre or post season activities. You should request certificates from vendors or contractors who perform their services at your

camp, just in case they cause damage to your property or injure someone while there. When you take campers on excursions where outside parties are performing specialized services

for you, like rafting or horseback riding, you should request a certificate of insurance. 2. When I ask for a certificate of insurance, what does it mean to be added

as an additional insured?

If another party is in responsible for an activity, their insurance should be first in line in the event of a claim. Why should your policy pay if you were not in control of what was going on? If you are added as an additional insured, their policy would respond to protect you first. Only if their coverage gets used up would your policy become involved.

3. Should I ever offer a certificate of insurance?

You do not have to offer a certificate of insurance to others. 4. Should I add others to my policy as an additional insured to my policy?

Adding others as additional insured should be done with caution. You are, in essence, sharing your insurance with others. If there is an accident, your policy is where the coverage would come from, for both you and for them. You are taking responsibility for their actions, even though you might not have any control or influence over what they do.

5. Is there any harm in giving a certificate of insurance showing

confirmation of coverage?

Giving an insurance certificate as evidence of coverage does not increase your exposure. It is just a way to show the type and amount of your coverage, should you need to do so.

General InsuranceCommonly Asked Questions

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COMMONLY ASKED QUESTIONS Do I have insurance coverage for employees using their own cars to transport campers or other members of the staff?

You have liability coverage. In the case of an accident, the employee’s insurance responds first. The camp insurance is in addition to insurance carried by the employee for liability situations. When the limits of liability on the employee’s policy are exhausted, the camp insurance would pick up. For physical damage, it is the employee’s insurance that responds.

Helpful Hint: You should ask anyone using his or her own car on camp business to provide you with a certificate of insurance. The details of their coverage are important and this information is listed on the certificate of insurance.

Many parents of counselors (or the counselors themselves) ask me for a certificate of insurance when they are using their own cars. Must I provide this?

No, you don’t.

Helpful Hint: It is a good idea to explain the insurance procedure (as described in Question 1) to any counselor that is using his or her own car for the purpose of camp business.

What do I have to do to get a pesticide certificate? It’s easy—call us. After you have complied with all local and state regulations, call us and we will issue you a pesticide certificate for you to submit to your State Department of Agriculture.

Could you explain why we should promote personal effects (SKI-Camp Program) insurance?

We offer personal effects insurance to resident camps through our SKI-Camp Program. This should be offered to camp families to cover personal items that are easily lost or stolen at camp. It is relatively inexpensive, and fulfills a need in what you make available to parents when offering a complete camping package. The SKI-Camp Program also includes tuition reimbursement for children who need to leave camp early due to an illness.


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If I have an employee who suffers a minor injury, should I pay for it myself?

In many states a minor injury can be treated as a First Aid or Band-Aid situation. (If you are not sure about the regulations in your own state, please call us, and we will inform you about your state regulations.) The criteria for Band-Aid are straightforward: employee loses less than 24 hours from work, and has two or less visits to a health care professional. If you pay for these kinds of claims yourself it will benefit you in the long run by having a positive effect on your future worker’s compensation experience, which affects your premium.

Helpful Hint: Make sure the injury and the treatment of the injury are well documented in your files.

Should I report employee minor injury claims to AMSkier? Yes, no matter what, every work related injury to an employee should be reported within twenty-four hours. Even if you choose to Band-Aid a claim, the incident should be reported without submitting the bills. If the incident turns out to not qualify as a band-aid claim, it can always be unband-aided. Reporting the claim within twenty-four hours will cover you to avoid the issue of late reporting.

Do I need saddle animal coverage?

No, you do not. However, if you have saddle animals and a riding program on your premises, you need to let us know about it. If you take your campers off-premises for any kind of horseback riding activites, you should request that the owner of the premises adds you to his general liability insurance policy as an additional insured. Be sure to get a certificate of insurance from the owner showing that this has been done and send a copy of the certificate to us too. Obtaining a proper certificate of insurance is very important.

What should I do about reciprocal certificates of insurance from groups using my facilities?

You should always ask for certificates of insurance from any group that uses your property in the pre or post camp season.

Helpful Hint: Depending upon the type of activities that the group will be involved with, and who will be leading the activities, you may want to ask the group to add the camp as an additional insured to their policy for the time that they are using your premises.

How do I get vendors to give me a certificate of insurance? Just ask them for it. They will usually comply if “pushed” a little by you. If, for any reason, a specific vendor is reluctant to comply with your request, please let us know, and we will help you obtain the certificate.

Helpful Hint: It is a good idea to try to get these from vendors so that you have them on hand in case some kind of incident does occur.


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I am sometimes asked for a hold harmless agreement. What exactly is this?

It is a simple agreement between parties in which one promises not to blame the other for injury or damage. These are often used between a purchaser and a building contractor which insures the purchaser that he or she will not be blamed for anything untoward that may happen while the contractor (and various sub-contractors) are working on the project.

Do I have coverage on my business auto policy if I rent a car for a short period of time (31 days or less)?

Yes, you do. If you decide to waive the coverage offered by the rental company, you will be responsible for paying the deductible amount that is stated on your policy in the case of an accident.

Helpful Hint: If your camp is insured in New York, you must purchase the coverage offered by the rental company—that is the State law. If you rent the car through your American Express, or certain credit cards, insurance coverage is automatically provided for you. Check with your company for details of coverage.

Will payments for leased vehicles and staff salaries be paid under my business income coverage?

If you experience a covered loss which would trigger your business income coverage to become activated, long-term leased vehicles will be paid, and staff salaries for all key personnel will be paid under this coverage up to the limits stated in your policy.

If I make any changes in my camp’s activities or equipment, must I notify you?

Yes, we would like to know if you add horses and any boats with motors of over 26 horsepower. We would also like to know about your pre and post season activities. Additionally, we would like to know what new activities you are planning. Most new activities will not effect your premiums.

What insurance covers counselors without insurance or foreign campers without conventional insurance?

Worker’s Comp covers all counselors while they are in a work-related situation. While outside the scope of the work place, foreign counselors may be covered by insurance that they were required to take through the agency which recruited them to be your employee. Foreign campers would be covered under the camper medical program while they are your campers. You can add all of your staff to your camper medical policy which would provide them with some insurance to cover them in a non-work-related situation.


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Do I need employee-related insurance to cover such items as harassment?

IWB (Inappropriate Workplace Behavior) is now a part of most AMSkier camp programs. If you do not have it, it is a good idea to consider purchasing this type of insurance. Attorney’s fees for defending you and your camp are quite high should an employee problem arise.

Do I need building code (building ordinance) insurance? Building ordinance coverage is part of most of the AMSkier camp programs. The limits of insurance are usually based on a percentage of the policy limits. If your camp has buildings that are 30 years old or older, it is a good idea to contact the township or municipal authorities to see what upgrades in electrical, plumbing, and ADA requirements are now required should you have to rebuild. When you have this information, you can then assess for yourself if you will need to purchase additional building ordinance insurance or increase the limits you are currently carrying.

Is there a need to carry medical coverage on my auto policy if it is, in fact, covered in my general liability policy? Is this duplicate coverage?

Yes, there is a need to carry medical coverage on your own auto policy. General liability applies for any passengers in your auto at the time of an accident

Must I have a camper medical/accident policy or can I self-insure? Your general liability policy is written stating that you will be responsible for the first $3500 for each camper accident. You can self-insure, if you wish. We think you will find it much more beneficial to purchase a camper medical/accident policy rather than to assume the risks of self-insurance. What are the guidelines for prompt reporting of claims? All claims should be reported to AMSkier within twenty-four hours of the actual occurrence of the claim. How do I find out if I am a mandated reporter of child abuse? There is a book titled, Staff Screening Tool Kit - Building a Strong Foundation Through Careful Staffing by: John C. Patterson. It lists the name and address of the Child Abuse Registry for every state.


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What is the current status of shadows at camp? There is an increasing trend to send children to camps (mostly day camps) accompanied by a companion who cares for the campers on behalf of a school, parent, agency, or a professional service. These companions are called “shadows” and they present issues to camp directors that require special handling. • Any person who comes to camp to accompany a camper must be considered a part of your staff even

though they are not on your payroll. Some serious incidents have occurred in recent years involving injuries and illnesses to shadows and the camp directors have been held responsible. Interview the shadow with the same careful attention to background checks and emotional and educational qualifications you show for your regular staff. Use AMSkier’s STAFFER INDEX, too.

• Any one bringing a shadow to camp must also provide a certificate of insurance showing the shadow is covered by worker’s compensation insurance for injuries and illnesses, as well as liability insurance if the shadow were to accidentally injure another member of your camp.

• Homeowners insurance does NOT adequately cover the services of a shadow and should not be accepted as proper insurance.

• Check on the organization that employs the shadow to make sure they have a good reputation and that they are fully insured for the services of the shadow.

When something goes wrong at camp all the papers that have been collected are put under the microscope. Be ready in advance.

What is Camp-ALERT-Network? Camp-ALERT-Network is an emergency preparation and management service that assists AMSkier clients in communicating with the media, and with parents of campers and staff, after an event. From May through Labor Day, Johanna Bush, our CAN Coordinator is beeped 24 hours a day/seven days a week and ready to handle anything that involves immediate attention. CAN gets involved in public relations after an event has occurred, this includes, press releases, letters to parents, and working with camps to discuss the best way to deal with situations. What does it mean to add an additional insured to my policy? It means that the coverage on your liability policy will be extended to this "person". You are sharing your insurance protection with them. It does not increase your limit, the insurance pie just potentially gets cut into more pieces. This other "person" also gets defended.


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What is the Gene Ezersky Safety College and how do I enroll? The most critical mission for camp staff is to do everything possible to assure that children enjoy themselves in a safe environment. One step toward completing this mission is to establish the position of camp safety director. Establishing this position demonstrates to parents, campers, and staff that camp directors have nothing but the highest expectations when it comes to making safety the camp’s principal mission.

In order to make it possible for camps to establish the position of safety director, a group of interested camping professionals have come together to establish a camp safety college. The purpose of the college is to certify key members of a camp’s staff as safety directors. Classes in each of the seven areas of focus need to be completed successfully in order to earn this status. Home campus is available to complete all of the courses. In addition, once a camp safety director has been certified, there is an opportunity for your summer staff to earn 4 college credits. For more information or assistance, you may contact ourCollege Coordinator at 800.245.2666. I am buying a vehicle for my son/daughter should I insure the vehicle under my camp policy or should I obtain an individual auto policy? The camp policy is really intended to cover vehicles that are used primarily for camp business. Putting your teenager's vehicle on the camp policy puts the camp's assets and insurance at risk to the activities not only of your teenager, but those of any of his friends that are his passenger.

General Insurance

Special Events at Camp

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SPECIAL EVENTS AT CAMP

When I have a group coming to my camp, do they need their own insurance and should I ask for a certificate of insurance? Answer – Yes, they need insurance and you should have a certificate. If they already have insurance, they should provide a certificate of insurance adding the camp’s name as an additional insured. If the group does not already have insurance and it is a family event (like a wedding), the camp should confirm that the family has a homeowner’s policy and ask for a copy of their declarations page as evidence. Homeowner’s policies generally cover the liability of these types of events, but there are exceptions, so it should be confirmed in each case. If they do not have a homeowner’s policy, we (AMSkier) can write one for them. If the group does not already have insurance, we (AMSkier) can write a special events policy for them. The cost is usually only a few hundred dollars for a weekend. There are only a few simple questions needed to obtain this coverage. **If you have groups that come to camp regularly, you can have them contact the service directors directly at 800.245.2666. We will make sure that the insurance requirements for your camp are met. If you have any questions about insurance and groups coming to camp, please call the service directors.

General Liability

Liability Claims

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LIABILITY CLAIMS

Minimizing Your Legal and Media Exposure Following an Injury We live in a litigious society where even minor injuries to campers can lead to legal action or media investigations. To help minimize your exposure in these situations, we offer these suggestions:

• If you suspect that an injury may lead to legal action, you should contact AMSkier immediately. We are ready to help and we will work through this together.

• Remind all staff that no one is to speak to any attorneys, investigators, adjusters, members of the media, or other third parties unless they are working on behalf of the camp.

• If anyone tries to make such inquiry, please contact AMSkier immediately.

• If a member of the media asks for an interview or comment, ask politely what his or her deadline is, and promise to get back to them by that time. Then call AMSkier for further instruction.

• If a member of a bona fide law enforcement agency wants to speak with you or one of your campers or employees, you should not refuse to cooperate. However, you should ask if you may speak with AMSkier first for further instruction.

• If the staff member or camper in question is a minor, you should ask to notify his or her parents before the interview takes place.

• Remember, if you receive any court papers or any correspondence or calls from an attorney related to an injury claim, do not respond. Contact AMSkier immediately.

General Liability

Business Income/Extra Expense

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BUSINESS INCOME / EXTRA EXPENSE

Business Income means the net income that would have been earned and the cost to continue normal operating expenses including payroll should you have to suspend operations during a period of restoration after a covered loss. Extra Expense means the necessary expenses you incur during the “period of restoration” that you would not have incurred if there had been no direct physical loss or damage to your property. This includes the extra expenses incurred to avoid or minimize the suspension of your operations. These are the items that are included on the “Business Income/Extra Expense Worksheet” to determine your Business Income/Extra Expense limit (remember, these are expenses that will continue whether you can operate camp or not because of a loss) (Estimated Annual Expenses)

Debt service or rent Real Estate taxes (This is the annual amount you pay out for real estate taxes) Insurance (This is the annual amount you pay for your insurance)

Contract obligations Staff Salaries (this is the amount you pay annually for your staff salaries)

Marketing costs Owner/Director compensation (This is the amount you pay yourself annually)

Capital improvements

Profit/Surplus

Glossary of Insurance Related Terms

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GLOSSARY OF INSURANCE RELATED TERMS

Actual Cash Value A figure determined by deducting depreciation from the replacement cost. Additional Insured The policy of an insured is endorsed to add another person or organization to the policy with respect to liability to premises owned by or rented by the other person. Caution: if you, as the insured, add another person or organization to your policy, you are now sharing your liability limits with another party. Audit Certain policies are subject to audit; an auditor examines the insured’s records at the end of the policy term; if the premium originally charged is determined to be too high, the insured receives a refund, and if the premium originally charged is determined to be too low, the insured will pay an additional premium. Auto Policy The policy under which you have insured your autos, owned and leased. Bodily Injury An injury that harms the person’s body or any of its parts Boiler & Machinery Policy A policy that covers explosions of boilers and other types of pressure vessels and also covers other types of machinery such as pumps and filters; these coverage’s are always excluded from the property policy. Binder A contract that is issued to you on a temporary basis when coverage is needed immediately; it is also a “temporary” policy that is in effect until the company can issue you your actual policy. Building Ordinance An endorsement to the property policy that provides for additional payment to the replacement cost when a building must be brought up to the building codes of the location in order to pass the building inspection Business Income Coverage (Business Interruption) An endorsement that will pay for the actual loss of business income (net profit or loss before income taxes) sustained due to the necessary suspension of your business during the period of restoring your business. The suspension of business must be caused by a direct physical loss under a cause of loss named in the policy. Cause of Loss The immediate happenstance (i.e. fire, windstorm) that is responsible for the sustaining of a loss.


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Certificate of Insurance A written document that verifies that an insurance policy has been written and provides a summary of the coverage’s contained in the policy Claim The reporting of a loss to the company triggers the loss now being referred to as a claim; you have made a claim against your policy Claims Adjuster An insurance professional who makes an assessment of your loss for the company Co-Insurance A provision in many property policies that reduces the amount paid for a loss if the property is underinsured. Collision Auto Covers all situations involving a collision except collision with an animal; a vehicle actually hitting another object is defined as collision Comprehensive Auto Covers all auto perils except those involving collision; this would cover theft, vandalism, fire, etc Coverage A term used to describe the details concerning the type of insurance you have purchased Declarations The parts of the policy that are specific to you and you alone; it is on this part of the policy that the items (property, autos) you are insuring are identified. Deductible The amount of money that is deducted from your loss before the company pays the loss - you would be responsible for paying this amount. Depreciation The loss in value due to age and usage Endorsement Any change that is made to your policy during the term of the policy - i.e., adding or deleting specific autos on your auto policy or adding extra coverage’s to your existing policy Excess Liability Policy A policy that provides additional liability limits after your general liability and auto liability limits have been exhausted.


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Exclusion Specifically states those perils, property, persons, activities, and places that the policy does not insure. Experience Modification A formula used in determining Work Comp premiums based on the loss experience of the policyholder; factors other than the experience mod are also taken into consideration when determining premiums. Extra Expense The necessary expenses incurred during the time that your business is interrupted that would not have been incurred if there had been no loss. Hold Harmless Agreement Sets out a specific set of circumstances under which one party agrees not to blame the other for any untoward state of affairs that might occur or take any responsibility for any ensuing results Indemnity The concept of restoring your loss to what you had before the loss occurred – no more or no less. Inland Marine Policy A policy that deals primarily with equipment that is moved from place to place and with communication devices – this kind of coverage is excluded from the property policy. Insured Any person or entity that is covered by an insurance policy; the insured’s name must appear on the declaration page, and the insured must have a financial interest in the items being insured. Insurer Any company or association that issues insurance policies which assume financial risk on the behalf of the insured Insurance A system whereby risk is transferred to another party Insurance Policy A contract between you and an insurance company which sets out what is covered and the duties and responsibilities of both parties regarding how a loss is handled. Liability Policy A policy that covers you in the event you are responsible for injury or damage to another person or persons Liability Waiver See Hold Harmless Agreement


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MVR Stands for Motor Vehicle Record; an ‘MVR’ can be traced on any driver licensed in the U.S., to evaluate what kind of driving record the driver has; i.e., accidents, tickets, etc. Package Policy Generally a policy which covers property, liability, inland marine, crime, etc. Autos and worker’s comp are usually insured separately. Peril Any of the various causes of loss, i.e., fire, windstorm, theft, etc. Physical Damage Damage that is done to a person’s property (as opposed to the person himself). Policy Limits The monetary amount you have purchased under your various coverage’s; these amounts should be carefully selected so that you are properly insured. Policy Term The length of time that the policy is in effect; most policies are for one year, and renew on their anniversary date. Premium The amount of money you pay the company for their assuming your risks Property Policy The policy under which you have insured your building, personal property, and other structures located on your property such as outdoor sports facilities (swimming pool, tennis courts, etc.) Quote The amount of money that your policy or endorsement will cost. Replacement Cost The amount of money needed to replace the damaged property in like kind and quality Risk The possibility of financial loss Self-Insurance Business or entity that does not transfer its risk to an insurance company; it pays for all losses with its own resources


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Specified Perils Only those perils that are named in the policy are covered; this is in contrast to a special cause of loss policy where all perils are covered except those that are specifically excluded. Subrogation The process whereby the insured gives to the insurance company his right to collect damages from another party; this most often comes into play in auto accidents whereby the “other” driver is determined to be at fault; your insurance company will “subrogate” against the other company in order to recover damages from the other company Underwriters Insurance professionals who decide which applications for insurance will be accepted and which will be rejected; they also determine what kind of coverage’s the company will provide and at what price. Umbrella Policy See Excess Liability Policy VIN Abbreviation for Vehicle Identification Number. Every auto has its own VIN which is used for identification purposes. Worker’s Compensations Insurance Pays certain benefits (medical and a percentage salary compensation) to employees who are injured on the job; all aspects of this insurance are regulated by state law.

Important Phone Numbers

Important Numbers

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IMPORTANT PHONE NUMBERS

CAMP-ALERT-NETWORK 800.226.1666

AMSKIER WC COORDINATOR 866.SKIERWC

POISON CONTROL CENTER 800.222.1222

Online Resource: www.aapcc.org

SUICIDE PREVENTION HOTLINE 800.338.6467

AMERICANS WITH DISABILITIES ACT (ADA) REFERENCES:

U. S. Department of Justice Information Hotline 800.514.0301

Technical Assistance (i.e., info on ramps and doors) 800.949.4232

To order Compliance Videotapes 800.433.5255

Employment Questions 212.663.4900


Child Abuse Hotlines

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CHILD ABUSE HOTLINES

National Child Abuse Hotline

800-4-A-CHILD (800-422-4453) / TDD: 1-800-2 A CHILD

Alaska (AK) (800) 478-4444 Arizona (AZ) (888) SOS-CHILD (888-767-2445) Arkansas (AR) (800) 482-5964 Connecticut (CT) (800) 842-2288; (800) 624-5518 (TDD/ Impaired) Delaware (DE) (800) 292-9582 Florida (FL) (800) 96-ABUSE (800-962-2873) Illinois (IL) (800) 252-2873 Indiana (IN) (800) 562-2407 Iowa (IA) (800) 362-2178 Kansas (KS) (800) 922-5330 Kentucky (KY) (800) 752-6200 Maine (ME) (800) 452-1999 Maryland (MD) (800) 332-6347 Massachusetts (MA) (800) 792-5200 Michigan (MI) (800) 942-4357 Mississippi (MS) (800) 222-8000 Missouri (MO) (800) 392-3738 Montana (MT) (800) 332-6100


Child Abuse Hotlines

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Nebraska (NE) (800) 652-1999 Nevada (NV) (800) 992-5757 New Hampshire (NH) (800) 894-5533 New Jersey (NJ) (800) 792-8610; (800) 835-5510 (TDD/ Impaired) New Mexico (NM) (800) 797-3260 New York (NY) (800) 342-3720 North Dakota (ND) (800) 245-3736 Oklahoma (OK) (800) 522-3511 Oregon (OR) (800) 854-3508 Pennsylvania (PA) (800) 932-0313 Rhode Island (RI) (800) RI-CHILD (800-742-4453) Texas (TX) (800) 252-5400 Utah (UT) (801) 538-4377(Not toll-free) Virginia (VA) (800) 552-7906 Washington (WA) (800) 562-5624 West Virginia (WV) (800) 352-6513 Wyoming (WY) (800) 457-3659

ENGLAND

ChildLine 0800 1111 (toll free)

Inappropriate Intimate Behavior

What Parents Can Do to Prevent Sexual Abuse

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WHAT PARENTS CAN DO TO PREVENT SEXUAL ABUSE

• TEACH your child about the privacy of body parts.

• LISTEN when your child tries to tell you something, especially when it seems hard for her to talk about it.

• GIVE your child enough of your time and attention.

• KNOW with whom your child is spending time. Be careful about allowing your child to spend time in out-of-the-way places with other adults or older children. Make visits to your child's caregiver without notice. Ask your child about his visits to the caregiver or with child sitters.

• CHECK to see if your child's school has an abuse prevention program for teachers and children. If it doesn't, get one started.

• TALK to your child about sexual abuse. A good time to do this is when your child's school is sponsoring a sexual abuse program.

• TELL someone in authority if you suspect that your child or someone else's child is being abused.


What Parents Can Do to Prevent Sexual Abuse

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GUIDELINE FOR PREVENTATIVE

MEASURES

AGE PREVENTION PLAN

18 months Teach your child the proper names for body parts.

3-5 years Teach your child about "private parts" of the body and how to say "no" to sexual advances. Give straightforward answers about sex.

5-8 years Discuss safety away from home and the difference between being touched in private parts of the body (ANYWHERE ABOVE THE KNEE) and other touching. Encourage your child to talk about scary experiences.

8-12 years Stress personal safety and give examples of possible problem areas, such as video arcades, malls, locker rooms, and out-of-the-way places outdoors. Start to discuss rules of sexual conduct that are accepted by the family.

13-18 years Re-stress personal safety and potential problem areas. Discuss rape, "date rape," sexually transmitted diseases and unintended pregnancy.


Stages of Sex Play

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STAGES OF SEX PLAY

Parents and caregivers often voice concern about what constitutes "normal" sex play and exploration among children. "Is playing doctor normal or exploitative?" is a frequent question from parents. The generalized stages listed below are normal stages for children to pass through, and they outline patterns of normal curiosity and behavior. It should be emphasized that sexual abuse may be committed by a person under the age of 18 if he/she is significantly older than the victim or is in a position of power or control over the other child.

Approximate Age Group

Common Behaviors

2 1/2 years

Child shows interest in different postures of boys and girls urinating, and is interested in physical differences between sexes.

3 years

Verbally expresses interest in physical differences between sexes and in different postures in urinating. Girls attempt to urinate standing up.

4 years

Extremely conscious of the navel. Under social stress boys especially may grab genitals and may need to urinate. May play the game of "show." Also verbally expressive about elimination ("You big poopy-head!") Interested in other people's bathrooms. May demand privacy for self but be extremely interested in bathroom activity of others. Play in same sex groups. Interested in marriage.

5 years

Familiar with, but not too much interested in physical differences between sexes. Less sex play and games of "show." More modest, less exposing of self. Less bathroom play and less interested in unfamiliar bathrooms.


Stages of Sex Play

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6 years

Marked awareness of and interest in differences between sexes in body structure. Questioning. Mutual investigation by both sexes reveals practical answers to questions about sex differences. Mild sex play or exhibitionism in play or in school toilets. Game of "show." May play hospital and take rectal temperature. Giggling, calling names or remarks involving words dealing with elimination functions. Some children are subjected to sex play by older children: the age and the power difference between the children are critical in defining this as normal sex play or exploration.

7 years

Less interest in sex. Some mutual exploration, experimentation, and sex play, but less than earlier.

8 years

Interest in sex rather high, though sex exploration and play is less common than at six. Interest in peeping, smutty jokes, provocative giggling. Children whisper, write or spell "elimination" or "sex" words.

9 years

May talk about sex information with friends of same sex. Interest in details of own organs and functions. Seeks out pictures in books. Sex swearing, sex poems begin.

10 years

Considerable interest in "smutty" jokes. General knowledge of "facts of life" especially in girls, with onset of menses.

(Taken from CHILD BEHAVIOR by Francis Ilg and Louise Aimes)


Child Molester is Never ‘Cured’

Page 1Inappropriate Intimate Behavior

Child Molester Is Never ‘Cured’

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CHILD MOLESTER IS NEVER 'CURED'

(A published letter to Ann Landers)

Dear ANN:

I AM A CHILD MOLESTER! You would never pick me out in a crowd. I look just like everyone else. I could be your next-door neighbor, your best friend, even your brother or sister. I do everything in my power to disguise my identity. There is no way you would know I take advantage of children unless I told you so. I am currently undergoing treatment. Until I went to get professional help, I had no idea how much pain and suffering I had caused. The pain I was responsible for does not go away quickly. It can last throughout the victim's lifetime. I will be a sex offender for the rest of my life. I cannot control my impulses. When you leave a child alone with me, you are leaving the door open for me to molest again. It is simply to satisfy my warped sexual urges. All I want is an opportunity, leaving a child alone with me creates another opportunity.

To keep your children at minimal risk with a person like me, first and foremost NEVER leave your children alone with a sex offender no matter how hard he tries to convince you that he is "cured." There is no such thing as a "cured" child molester. Keep your eyes open for anyone who seems to be overly attentive to your child or is treating him or her to special favors. Do not allow your child to go for a ride or anywhere else with that person. We are masters of concealing our identity. Beware. (Signed) Mr. Anonymous From Anywhere Ann Lander's Reply: Dear Mr. Anonymous: Thank you for one of the most important letters that has even appeared in this space. I am enormously grateful for your honesty. You've done a generous deed today.


Myths & Facts

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MYTHS AND FACTS

Myth: Most people who sexually abuse children are strangers to the child. Fact: 75-85 percent of the abusers are known to and trusted by the child

Myth: Child sexual abuse is a violent act – like rape. Fact: Most of the time children are molested by being manipulated, flattered or talked into the abuse acts. Although sometimes violence (to the child or to other family members) is threatened, sexual abuse is most often not physically violent.

Myth: Children who are abused act seductively, or “ask for it” by dressing seductively. Fact: Children often “test out” sex roles with adults by acting or dressing “seductively.” Children, no matter what age, are not “asking for it.” It is the responsibility of the adult to set physical and emotional limits.

Myth: Most people who sexually abuse children are low income or unemployed minorities. Fact: Sexual abusers come from all racial, ethnic, and class backgrounds.

Myth: Most people who sexually abuse children are gay men. Fact: 95 percent of all abusers are males who are heterosexual in their choice of adult partners. The assault of a young boy by a male offender is most often not a sexual act

Myth: Men who are “horny” or lacking a sexual partner are the ones who sexually abuse children. Fact: Most abusers have consistent sex partners and are “getting enough” sex. Often offenders say they are not “getting enough” to rationalize the abuse.

Myth: If intercourse did not occur during the molestation, the child will not be traumatized by the abuse. Fact: Children are emotionally traumatized by abuse, even if no intercourse occurred.

Myth: Brother-sister incest is not as serious as adult-child incest. Fact: Recent research on brother-sister incest reveals effects of this incest as being as severe as adult-child incest. Some research indicates brother-sister incest as more violent. Myth: Mothers in incest families often know about the incest but do not protect their children. Fact: Mothers in incest families are most often surprised when incest is disclosed. In some instances they may have an intuitive feeling that something is wrong with the parent-child relationship, but do not know about the incest.


Pedophiles

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Child Molester Be on the alert for a person who is described as below. Someone whose actions or attitude with and about children makes you feel uncomfortable.

Is the person TOO GOOD to be true?

Is the person spending TOO MUCH time with children?

Is the person obsessed with taking care of children?

Does the person have ANY OTHER INTERESTS other than being with children? Does the person create reasons to be ALONE WITH CHILDREN?

Is the person giving children UNNECESSARY GIFTS or

REWARDS?

Does the person spend inappropriate time at their homes, has an email relationship with them and has no other apparent interests? (In other words – does he have a life?)

© - January 2001 – Norman F. Friedman, M.Ed.


Teaching Children About Their Private Parts

Aide de Camp

TEACHING CHILDREN ABOUT THEIR

PRIVATE PARTS: SAMPLE COVER LETTER

(YOUR CAMP STATIONERY)

Dear Parents:

While summer 2006 is a vivid memory, those of us in leadership roles at camp are actively involved in evaluating this past summer as we carefully plan for summer 2007. When your children began school in September so did we. Our “classroom” is made up of American Camping Association conferences both nationally and regionally. In addition we attend special focus groups that help us study some interesting data to be learned from camps throughout the United States. Children nationwide who attended residential and day camps this past summer numbered close to a million. We consider it an awesome responsibility to care for your most precious possessions and to that end, we accept the responsibility of learning as much as possible about ongoing or developing trends, as well as new information to better fulfill our role as caregivers. We take pride in our ability to carefully select the counselors and staff who work at (name of your camp). The selection process includes reference checks, professional recommendations, criminal and background checks and interviews. We have a very high return rate of staff each summer and that insures one of the most important aspects of camping - the culture of safety. We believe that the compulsory training program we offer staff during orientation as well as during the entire season is “state of the art.” We subscribe to the statement, “Good better best - never let it rest – until the good is better and the better is best.” Our very good friends at the AMSkier Insurance, the company that insures our camp, is as much about education as they are about insurance. They have created a safety college accredited by Touro University International and offer all their camps very substantial cutting edge safety data. Their staff of experts offers us information about health and sanitation, facilities management, transportation and travel safety, emergency planning, activity safety, behavioral and psychological issues of children as well as training sessions for staff. We are fortunate in that their focus on safety of children parallels our own and we consider them “partners” in caring for your children. Norman E. Friedman, M. Ed., Dean of the safety college and formerly executive director of a large psychiatric residential treatment center in New York State has encouraged us to send you his recommendation, which has received national attention, about the important parental responsibility to teach their children about prevention of sexual abuse. Friedman believes that the most effective combatants in the war against pedophilia are the children themselves. Our staff receives extensive training about the issues of physical & sexual abuse of children. However, our concerns for your children extend to the “off season” and as you well know, the reports of child molestation have been a number one issue in America during this last year. We agree with Mr. Friedman’s hypothesis that a child carefully trained can effectively protect (him/herself) from sexual abuse. Mr. Friedman’s materials are self-explanatory. We hope the materials included are helpful. Norman Friedman has offered to answer any of your questions. He can be reached at [email protected] or 800.245.2666.


Teaching Children About Their Private Parts

Aide de Camp

TEACHING CHILDREN

ABOUT THEIR *PRIVATE PARTS

Most authorities on human sexuality and child development agree that the names of all parts of the body that should be taught to children by the time they are 18 months old. This specifically means that one should not differentiate or leave out any parts of the body in the teaching process. The example listed below, separated by gender, is an appropriate list to use to teach the names of the parts of the body.

Male Female Head Head Eyes Eyes Nose Nose Mouth Mouth Chin Chin Neck Neck Chest *Chest Abdomen Abdomen Navel Navel Penis Labia Scrotum Vagina Buttocks Buttocks Anus Anus Knee Knee Thigh Thigh Ankle Ankle Feet Feet

*Puberty for a female designates the chest as a private part

The shaded and italicized section of the table define PRIVATE PARTS

to be taught to children as untouchable by anyone except themselves and their parents

To leave them out is to do a disservice to a child. An 18 month-old child will not be uncomfortable learning the word penis or labia. If you are uncomfortable, select someone you trust to teach this essential lesson. You may choose substitute names for parts if it is easier for you. The correct anatomical name can be taught later. *(The parts of the body between the waist and knees are those parts that may only be touched by the child, his/her parent(s) or guardian(s).)

© 2001 - Norman E. Friedman, M. Ed

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Page 1

Inappropriate Intimate BehaviorResponsibilities of Caregivers

THE CARE AND SAFETY OF

OTHER PEOPLE’S CHILDREN

Creating the Culture of Safety

The following outline is designed to suggest the essential areas to cover when teaching staff how

to identify and prevent physical and sexual abuse of campers.

Prepared by: Norman E. Friedman, M. Ed., Director A.M.Skier’s SAFETYunderwriter’s Staff

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Page 2


RESPONSIBILITY OF CARETAKERS

• TRUST OF PARENTS – Transfer of Responsibility • HEALTHY MOTIVATION • INTEREST IN CAMPING • UNDERSTAND THE CAMP MISSION • LOYALTY OF FRIENDS IS SECONDARY TO THAT OF CAMPERS

HELP CREATE THE CAMP CLIMATE AND CULTURE THAT PREVENTS

• CHILD ABUSE • SEXUAL ABUSE • NEGLECT • EMOTIONAL ABUSE

THIS CAN ONLY HAPPEN IF 100% OF CAMP PERSONNEL SEE THIS AS A PRIORITY.

SIGNS OF PHYSICAL ABUSE

• BRUISES - WELTS – BITES • CHOKE MARKS - BURNS - CUTS • FRACTURES - BLACK EYES • UNEXPLAINED INJURIES

SIGNS OF SEXUAL ABUSE

• DIFFICULTY WALKING OR SITTING • PAIN IN THE GENITAL AREA • BRUISES OR BLEEDING FROM THE PENIS, VAGINAL OR ANAL AREA.

EMOTIONAL ABUSE

• VERBAL ASSAULTS • RIDICULE • HARASSMENT • DOMESTIC VIOLENCE • ABANDONMENT • DEPRIVATION OF LOVE AND CARE

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NEGLECT - MALTREATMENT

• FAILURE TO THRIVE • FILTH AND INFESTATION • MEDICAL DEPRIVATION • ENVIRONMENTAL DEPRIVATION • EXPOSURE • CLOSETING • LACK OF SUPERVISION

PHYSICAL ABUSE - DEFINED

• CORPORAL PUNISHMENT • SPANKING, HITTING, PUSHING • SHAKING, TOSSING, THROWING • HAZING- (Rights & Wrongs of Passage)

SEXUAL ABUSE - DEFINED

• VOYEURISM AND EXHIBITIONISM • PORNOGRAPHY, KISSING & TOUCHING • INTIMATE PARTS OF THE BODY OR HAVING CHILDREN INAPPROPRIATELY TOUCH ADULTS • PHOTOGRAPHING NAKED CHILDREN

COUNSELOR JUDGMENT

(Adapted with permission from Bob Ditter's Materials)

• WHAT ARE THE PHYSICAL RISKS INVOLVED IN THIS ACTIVITY/DECISION? • ARE THERE ANY RISKS I MIGHT NOT BE ABLE TO SEE? • IF SOMETHING WAS TO GO WRONG AND SOMEONE GOT HURT PHYSICALLY OF EMOTIONALLY, HOW

WOULD I FEEL? • WHO IS THIS ACTIVITY/DECISION FOR - THE KIDS OR ME? • WHAT WOULD I DO IF THE KIDS PARENTS WERE WATCHING? • WHAT WOULD I DO IF MY DIRECTOR WERE WATCHING? • HOW WILL I THINK ABOUT THIS TOMORROW? • WILL MY DECISION OR ACTION COST ME MY JOB?

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CHILD MOLESTERS (Be on the alert for a person who makes you feel uncomfortable)

• IS THE PERSON TOO GOOD TO BE TRUE? • IS THE PERSON SPENDING TOO MUCH TIME WITH CAMPERS? • IS THE PERSON OBSESSED WITH TAKING CARE OF CAMPERS? • DOES THE PERSON HAVE ANY OTHER INTERESTS THAN BEING WITH CHILDREN? • DOES THE PERSON CREATE REASONS TO BE ALONE WITH CAMPERS? • IS THE PERSON GIVING UNNECESSARY GIFTS OR REWARDS? • Does the person spend the off - season visiting campers at their homes? Does he have an e-mail relationship

with them, constantly calling on the telephone and writing letters? (In other words - does he have a life?)

SEXUAL HARASSMENT

• UNSOLICITED VERBAL SEXUAL COMMENTS • SUBTLE PRESSURE FOR SEXUAL ACTIVITY • SEXIST REMARKS • PATTING, PINCHING, OR UNNECESSARY TOUCHING • PHYSICAL ASSAULT

STAFF PRECAUTIONS

• ALWAYS BE IN VIEW OF OTHERS • NO CAMPERS IN PRIVATE QUARTERS (Residential camps) • SUPERVISE IN PAIRS • NO KISSING OF CAMPERS • HIGH FIVES ONLY- NO BUTT SLAPS FOR PRAISE • RESPECT THE PRIVACY OF CAMPERS • USE CAUTION IN WHAT YOU SHARE • USE OF ALCOHOL OR DRUGS NOT PERMITTED • NO SITTING ON LAPS • NO COMMUNICATION WITH CAMPERS AFTER THE SEASON

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HOW TO HANDLE DISCLOSURE OF ABUSE! (Based on the materials of Ellen Bass & Laura Davis)

• "THANK YOU FOR TELLING ME." • "I BELIEVE YOU." • "YOU DID NOTHING WRONG." • "I WILL GET HELP FOR YOU."

BOUNDARIES

(Defined as limits and restrictions)

• FRAGILE • HANDLE WITH CARE • DO NOT ENTER • NO SKATING – THIN ICE • AUTHORIZED PERSONNEL ONLY – DANGER! • CAUTION • OXYGEN – NO SMOKING • NO INAPPROPRIATE TOUCHING

MANDATED REPORTING REGULATIONS

• SUSPECTED OR OBSERVED CHILD ABUSE MUST BE REPORTED IMMEDIATELY TO CAMP SUPERVISOR OR

ADMINISTRATOR • STAFF IS NOT TO DO THEIR OWN INVESTIGATIONS OF ALLEGED ABUSE. THE CAMP DIRECTOR OR

HIS/HER DESIGNEE WILL ORCHESTRATE THE INVESTIGATIONS AND REPORT BACK THE FINDING TO THE STAFF WHO BROUGHT IT TO THEIR ATTENTION.

• FAILURE TO REPORT CHILD ABUSE IS IMMEDIATE GROUNDS FOR DISMISSAL

Legal Issues

Caretaker

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Caretaker Written Agreement

Many camp directors provide year-round housing for caretakers or other staff. Usually this is part of a compensation package, with the housing provided “rent-free”. While there is nothing wrong with this practice, we suggest two strategies to address unanticipated problems that may arise during the course of this relationship. First, you should insist that the staff member obtain “Renter’s Insurance”. This will provide separate insurance in the event a guest is injured on the property, as well as for any personal property damaged by fire, wind, etc. It will also cover potential liability to someone off-premises caused by the staff member or a guest who has been drinking. Without Renter’s Insurance, your insurance company (and your loss history) may foot the bill, even though you were not at fault. These policies are easily obtainable and relatively inexpensive. For further information about their cost and availability, please give us a call. The second suggestion is to make sure you have a written agreement explaining that the housing is part of the employee’s compensation and that it in no way establishes a landlord tenant relationship. While landlord/tenant laws vary from state to state, such language may allow you to “evict” the employee immediately upon termination of the relationship. Otherwise, the staff member could try to claim that he/she is a “tenant” and therefore protected under your state’s landlord/tenant statutes, making it a potentially lengthy and expensive process to remove them from the property. Sample language is as follows: “(Employee) agrees and understands that as part of (employee’s) compensation, (employee) and his/her immediate family will be permitted to stay at a house located at (camp name). It is agreed and understood that such housing is a condition of employment and represents compensation only, and that under no circumstances is (employee) or his/her family to be considered a tenant, and that to the extent permitted by law, any such rights are hereby waived.”

Legal Issues

Healthcare Privacy Notice

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HEALTHCARE PRIVACY NOTICE

Below is language that camp be added to your existing medical authorizations to address privacy concerns: “We further authorize the camp medical staff to discuss any medical conditions with the director, his/her designee, or the child’s counselor when the medical staff, in its sole discretion, believes such communication to be in the best interest of the child.” Signed: _____________________ Date: ___________________

Legal Issues

Waivers for Contractors and Vendors

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WAIVERS FOR CONTRACTORS AND VENDORS GENERAL CONDITIONS AND TERMS TO ANY CONTRACT, WORK ORDER OR OTHER VENDOR SERVICE OBTAINED BY, OR ON BEHALF OF, THE OWNER, _____________________________________. I (referring solely to the Contractor) understand that I and/or my employees or subcontractors or subcontractors’ employees may be unfamiliar with the camp and its terrain, and that working there may present risks that we are unaware of or unfamiliar with. I acknowledge these potential risks, and I am assuming them on behalf of my company, employees, and/or subcontractors. To the fullest extent permitted by law, I shall indemnify and hold harmless the Owner, Owner’s agents and employees from and against any claims, damages, losses or expenses arising out of or resulting from the performance of this contract, provided that such claim, damage, loss or expense is attributable to bodily injury, sickness, disease or death, or to injury to tangible property (other than the Work itself), but only to the extent caused in whole or in part by me, a subcontractor, anyone employed by them directly or indirectly, or by anyone for whose acts we are liable. I agree to carry workers compensation insurance as required by law. I further agree to carry commercial general liability insurance in the minimum amount of $1,000,000.00 per occurrence. I further agree to carry automobile liability insurance in the minimum amount $500,000.00 per occurrence. I will add Owner to said policies of insurance as an “Additional Insured”. I will produce a certificate of insurance evidencing same, which also names Owner as an additional insured. I agree that this is a material provision of this agreement, and that I may not be permitted to begin work until this certificate has been produced. ______________________________________ _______________________________ Camp XYZ ABC Contracting (Owner/Date) (Contractor/Date)

Legal Issues

Child Custody Issues

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CHILD CUSTODY ISSUES How do I find out if a child is involved in a custody situation? In your enrollment application, include a "check-off" type box as follows: Child lives with: ____Mother ____Father ____Both parents

If the child is not living with both parents, you should ask for a copy of any applicable court order or written custody agreement.

Is there always a court order or written custody agreement? No, there is not. If there is not a court order or a written custody agreement, each parent has the same rights and obligations pertaining to a child no matter with whom the child lives.

Is there more than one type of custody? There are two types of custody: legal and physical. Legal custody means a parent has the right to information concerning the child and that parent must have a say in major decisions affecting the life of the child; physical custody refers to where the child lives.

How am I to determine who should be called in an emergency and which parent has the right to take the child out of camp or pick up the child from camp?

Determine which of the parents has legal custody (from a written court order or written custody agreement). If just one parent has legal custody, ask that parent to submit a list of names to you of people who should be contacted in an emergency and names of people who are allowed to take the child out of camp or pick up the child at camp. If both parents have legal custody, (either through a court order or written custody agreement or through the absence of any kind of court order or written agreement) ask each of them to submit the same kind of list. Emphasize to the parent(s) that only those people named on the written list(s) will be allowed to take out or pick up the child from camp. If someone not named on the list has SIGNED written permission from the applicable parent(s), that person will be allowed to take out or pick up the child. Do not ask for names of people who CANNOT have the child.

What should I do if I am caught in a dispute between the parents while the child is at camp? Do not try to mediate the dispute! Give each parent an opportunity to contact his or her attorney

NEVER "bad mouth" one parent in front of the other or in front of the child. If you think things are getting way out of hand, call local law enforcement. They are trained to handle these kinds of situations; they may not be able to resolve the dispute, but they can advise the disputing parties

to take their battle elsewhere which will take you out of the picture.

Legal Issues

Sexual Harrassment Policy

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SEXUAL HARRASSMENT POLICY

The Owner/Directors of (NAME OF YOUR CAMP) have embraced Title VII of the Civil Rights Act of 1964. In keeping with this policy, no conduct toward any employee which may be viewed as harassing, discriminatory, intimidating, offensive, violent, abusive, or otherwise improper will be tolerated. The management of (NAME OF YOUR CAMP) reserves the right to discipline any employee who violates the spirit of this federal law. Disciplinary action may include job termination. WHAT IS SEXUAL HARASSMENT?

Sexual harassment is sometimes described as unsolicited advances. It may range from inappropriate sexual suggestions to coerced sexual relations. Harassment is viewed as a situation in which an individual in a position to control, influence, or affect another's employment, compensation, promotion, or job assignments uses that power to coerce a person into sexual contact or relations or punishes the refusal. The harasser may be the victims' employer, supervisor, co-worker, or employee. Sexual harassment may also include:

• unsolicited verbal sexual comments; • subtle pressure for sexual activity; • sexist remarks about a person's body or sexual activities; • patting, pinching, or unnecessary touching; • demanding sexual favors, accompanied by implied or overt threats involving one's employment,

compensation, promotion, or job assignment; • physical assault; • displaying or passing around posters, pictures, screen saver, e-mail, or other printed materials in the

workplace which might be sexual or otherwise offensive to other employees; • making jokes, insults, or comments in the presence of others who may find it offensive.

The sexual harassment policy includes all eight of the above statements that occur between non-supervisory employees as well as those who are employed as staff in this program. COMPLAINTS OF SEXUAL HARASSMENT

All complaints must be reported to: ( NAME OF STAFF ) Any complaint or report of harassment is serious and will be acted upon promptly. As owner/directors of this program we accept full responsibility to maintain a harassment-free work environment. To that end, we will:

• Investigate the complaint with objectivity and fairness. • Request written statements as well as a verbal accounting of the allegation. • Conduct interviews with the complainant as well as any witnesses. • Attempt to maintain confidentiality as is practical. • Interview the alleged offender individually as well as with the complainant if deemed appropriate.

Immediately following our investigation, if it is determined that inappropriate conduct has occurred, we will act promptly to impose an appropriate resolution to the incident.

Legal Issues

Americans with Disabilities Act

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AMERICANS WITH DISABLITIES ACT (ADA)

Why is there so much confusion concerning the requirements of this law?

The ADA is a federal law. Its language is complicated. It is written with a lot of "gray" areas and very few "black and white" areas. Many state and local municipalities have set up additional requirements that are adjuncts to this federal law. Caution: Should a dispute arise as to which standards are to be followed in your locality, the most stringent requirements will apply. This is a case where state and local laws will supercede federal requirements.

Are there any camps that are totally exempt from the ADA?

Yes, there are. Camps that are owned by religious entities are exempt even if the camp is secular. Caution: If an exempt camp wants to lease its property or facilities to a secular entity, then it must be in compliance with ADA requirements.

Does the law require that I must "redo" my entire camp to make it compliant with the law?

Under the law, existing facilities are "grand-fathered," meaning no changes have to be made to them. If repairs are necessary to a "grand-fathered" building, then the law requires that access must be provided if it is "readily achievable." This is interpreted to mean that cost can be taken into consideration when making these required changes which can give you some leeway. When in doubt concerning what is required when making repairs, we suggest you contact one of the hot line numbers listed at the end of this section. Brand new construction must be fully accessible meaning it must be built in compliance with ADA standards regardless of cost.

Does this mean that every building on my campus must be in compliance with ADA requirements?

No, it does not. Main buildings (dining halls, rec halls, gyms, etc.) must be ADA compliant when they are newly constructed or undergo extensive repairs. Some cabins and bunks must have access ramps and ADA bathroom facilities. Remember the accommodation must be reasonable and may be achieved by having movable ramps and some cabins with ADA facilities.

Legal Issues


Aide de Camp

Does ADA require that I change my camp program in order to accommodate children with disabilities?

The ADA requires that camp programs allow for "reasonable" accommodation under the circumstances. "Reasonable" is open to interpretation but you are not required to do anything that would fundamentally alter your programs. For example, a wilderness/hiking camp might have a right to deny access to a paraplegic while an arts camp may not. A camp does not have to cancel a specific activity because a particular camper cannot participate.

As a private camp owner, can I set some standards of my own, such as stating up front that my camp does not have the proper facilities to accept children with specific disabilities?

No, you cannot. You cannot generalize or stereotype any particular disability. If medical needs can be reasonably met by lay people or your existing nursing staff, you cannot deny enrollment to that child. You are not required to hire additional staff at your expense to accommodate a specific child. You cannot "surcharge" a camper with a disability to cover additional costs that you might incur because of the child being a part of your camper community.

Since the current trend is to "mainstream" as many disabled children as possible, parents have asked me to enroll a disabled child advising me that they will provide a "one on one" companion/caregiver to be with the child at all times. Am I compelled to go along with this kind of arrangement?

Yes, you are. Make it known to the parents (so that they fully understand) that this companion/caregiver is NOT your employee. Also, make it known to the parents that you have the right to subject the companion/caregiver to the same screening and requirements that you use for your own employees. Even though the companion/caregiver is not your employee, you can require that he or she meet the standards for employment that you have set for your own employees.

How far am I allowed to go in asking about health issues on my enrollment and/or employment applications? You may not ask general questions regarding health histories.

A sample of what may be appropriate is provided in the example applications included elsewhere in this manual.

Legal Issues


Aide de Camp

Does this law require that I accept a child with severe behavioral problems?

If a child is diagnosed with a developmental disorder or so-called "social defect," you are not required to admit or keep a child who poses a danger to himself or to others.

How do I handle a situation where, in my professional opinion, I know that my camp is not the best place for a specifically disabled child?

Each child must be judged on an individual basis. You must create a "paper trail" that will serve as your "defense" when you make the decision to not accept a specific child at your camp. This should be done in the following manner:

• Ask to speak with the child's doctor and document the conversation • Ask your staff physician to "evaluate" the child and document his findings

• Check a website for information regarding the child's specific disability and document your "visit" to the website.

•Check other pertinent research areas regarding the child's specific disability and document your findings.

With all of this DOCUMENTED evidence behind you, you can explain to the parents how you reached the conclusion that taking on the child cannot be done through a reasonable accommodation that does not fundamentally alter the nature of your program.

Legal Issues


Aide de Camp

If I have specific questions regarding situations of compliance with the ADA, where can I get further information?

Listed below are "hot line" numbers and an Internet connection that should provide you with answers to your questions:

U. S. Department of Justice Information Hotline 1.800.514.0301

Technical Assistance (i.e., info on ramps and doors) 1.800.949.4232

To order Compliance Videotapes 1.800.433.5255

Employment Questions

1.212.663.4900

It is important to avail yourself of these contact points whenever you have questions, including rigid documentation that you have done so. It is also suggested that you order the videotapes for viewing by you and your senior staff members. If you are ever challenged, it will be important to show that you acted in good faith and made every reasonable effort to comply and to educate yourself.

Legal Issues

Immunization Release

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IMMUNIZATION RELEASE AND INDEMNITY

I, , parent and/or natural guardian of __(Name of Child) ____ ,acknowledge that for personal and/or religious reasons, this child has not received the following immunizations: . I agree to waive any cause of action on my behalf or on behalf of child that may arise from child’s contraction of any disease for which he/she is not immunized, and further I agree to save and hold harmless Camp , its directors, owners, agents, or employees, from any claim or cause of action made against it by any third party as a result of child’s lack of immunizations, including but not limited to any judgment, claim, award, settlement, damages, and/or payments, including attorneys fees and other costs of litigation, and that I am so agreeing in order to induce Camp ________________________________. to enroll child for the upcoming camp season. By: _______________________________ Dated: ________________________________

Legal Issues

Off Season Use of Camp Facilities

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OFF SEASON USE OF CAMP FACILITIES

I, , individually and/or on behalf of my child(ren), , do hereby release and discharge the Foundation, its employees, agents, officers, directors and representatives (hereinafter referred to collectively as the “Foundation”), for any loss, injury, damage, costs or expenses of any nature whatsoever arising out of my or my child(ren)‘s use of the Foundations property, facilities, activities, buildings, equipment or any other property. I further acknowledge that I have inspected the Foundation’s property and facilities and I am familiar with them, and that I realize the use of them may involve risks that neither I nor my child(ren) may be familiar with and may therefore involve a greater degree of risk, and that I assume this risk on behalf of myself and/or my child(ren), and that I agree to save and hold harmless the Foundation from any suit, cause of action, or claim arising out of my/their use, including settlements, judgments, or costs of defense, including attorney’s fees. I further acknowledge that I/we are being granted to use the facilities free of charge, and that I am signing this release and waiver as an inducement to the Foundation for its permission to use the facilities, and that I have reviewed this document in its entirety and that I agree to and understand its terms. Signed:__________________________ Date:_____________________

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Page 1Legal Issues

Jurisdiction Language

JURISDICATION LANGUAGE

The following language may be included in any enrollment agreement, employment agreement, or vendor agreement:

“It is agreed that any dispute or cause of action arising between the parties, whether

out of this agreement or otherwise, can only be brought in a court of competent jurisdiction located in (County and state where your camp is located), and shall be

construed in accordance with the laws of (state where camp is located).”

Legal Issues

Shadows At Camp

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SHADOWS AT CAMP

Shadows are increasingly popular as governments and insurance plans pay for someone to stay with, or “shadow” a child with special needs. Under the ADA, you can NOT refuse to accept a child on that basis alone, as allowing a shadow has been ruled to be a reasonable accommodation to a child’s disability. In no case are you required to pay for the shadow. You may, however -- and in fact should – require the shadow to undergo all the requirements of your regular staff, including criminal history checks, dress codes, prohibitions against tobacco use, etc. Do not place the shadow on your payroll. He or she works for the family of the child, not you. You should also require the shadow to have workers compensation and liability insurance, either through his or her employer, or on his or her own, and require proof in the form of an insurance certificate, just as you would any other contractor. (You may contact AMSkier for help in locating such insurance.) You must also resist the temptation to ask the shadow to help out with other camp responsibilities when not busy with his or her individual charge. Do not use them to supervise other children as life guards, drivers, etc. They are being paid to watch a specific child, and no more. While this may take some adjustment, you should take solace in the ADA’s noble purpose, to allow more children to experience the joys of living, in this case, the lifetime memories of summer camp. Chances are that the child will never forget the opportunities you gave her, and that, as with most children, the time spent at your camp will be one of the highlights of her life.

Legal Issues

Liquor Contract

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Liquor Contract

Lessee agrees to purchase “event insurance” covering the within event, including off-premises or “dram shop” liquor liability, naming lessor as an additional insured. Lessee further agrees to save and hold harmless lessor from any claim, cause of action, suit, judgment or other action, including legal expenses, that any of its guests, invitees, licensees or agents may bring against lessor arising out of lessee’s use of the premises. Lessee acknowledges that it will purchase its own liquor for this event, and that it is not purchasing any liquor from lessor. Lessee agrees to keep its receipts for the purchase of same for a period of one year. Lessor is aware of the local and state laws regulating the providing of liquor to individuals under the age of twenty-one, and to visibly intoxicated persons. Lessee warrants and represents to lessor that it will at all times comply with such laws, and will not provide any liquor to anyone under twenty-one years of age or to any visibly intoxicated person.

Other Important Items

Resources for Camp Health

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RESOURCES FOR CAMP HEALTH

American Academy of Pediatrics www.AAP.org

Great resources for child safety and education for the medical professional and layperson

Emergency Planning www.ed.gov/emergencyplan/

Offers additional resources for preparing and planning for emergencies.

Emergency Medical Services for Children www.EMS-C.org Health and safety guidelines available Office of Mental Health www.omh.state.ny.us New York States Office of Mental health. References to many mental health concerns. National Mental Health Information Center

www.mentalhealth.org/links/FEDLINKS.asp Substance Abuse and Mental Health Services Administration. Resources for children’s mental health. National Safe Kids www.safekids.com Childhood safety coalition

Association of Camp Nurses www.Campnurse.org Resources for camp health professionals

Injury Control Resource Information Network www.injurycontrol.com/icrin/

Central clearinghouse for injury control and prevention. Links to many other sites

American Camping Association www.ACAcamps.org Medical standards available

Centers for Disease Control and Prevention www.cdc.gov Bioterrorism information for the public and medical professional


Resources for Camp Health

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American Red Cross www.redcross.org Wealth of information on disaster preparedness

Edward A. Walton, MD [email protected] E-mail me with your camp health related questions


THE STAFFER INDEX

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YOU CAN ACCESS THE STAFFER INDEX TODAY THROUGH WWW.AMSKIER.COM

Exclusively for AMSkier Camps

“THE STAFFER INDEX works for two simple reasons. It allows you to discover unsuitable prospective employees by getting to the truth about their past employment history, while at the same time letting your staff, as well as your campers’ parents, know that you are willing to go that extra step when it comes to who works at your camp. THE STAFFER INDEX is designed for you to learn facts, as opposed to opinions and innuendo, and it allows you access to information that is always accurate and does not expose its users to liability for defamation.”

— Alan Cooper, Esq. AMSkier Insurance, General Counsel and Claims Director How do I access THE STAFFER INDEX?

1. Go to www.amskier.com. 2. Click on the “Members Only” tab. 3. Please call Carol or Mary at 800.245.2666 to get your username and

password if you do not already have it. 4. Enter your username and password. 5. Click on THE STAFFER INDEX button.

How do I use THE STAFFER INDEX?

1. Search every potential (old and new) staff member by typing in his or her last name.

2. Once you type in the name, click on “search.” Every matching last name will show.

3. Look to find any matching first names. 4. If there is a match, double click on the underlined camp name. The camps

information will then appear above the list. Call the camp director right away for a reference check.

What if I do not have access to the Internet?

Please call Carol or Mary at 800.245.2666 and they will send you a CD-ROM or print you a copy.


Camper Medical

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Why You Should Have Camper Medical Insurance Camper Medical Insurance covers camper accidents up to a certain limit. The primary program works like a zero deductible so you (the camp) do not have to see or deal with any bills. AMSkier pays the bills weekly. Excess coverage is also available and staff can be added to the program to cover non-workers compensation issues.

As a camp director, you do not want your camp parents to see or have to deal with bills relating to accidents that happen while at camp. (Medical terms can be unnecessarily alarming for camp parents.)

The administrative aspects of managing the health care information and insurance company

submissions and follow up can be time consuming and cumbersome.

Often the parent’s insurance may not cover certain bills. As a result, local health care providers might see your camp as a delinquent payer. Having good relationships with local health care providers is important for all camps.

Camper Medical allows reporting of incidents that helps collect important data. In turn, the areas

where incidents are happening and why they are happening are identified. This will help you pay special attention to those areas.

With Camper Medical you do not have to deal with ensuring that bills are being paid. AMSkier takes

care of that concern. Bills are paid weekly.

Camper Medical insurance covers everything that relates to an accident that happens at camp up to a certain limit. Therefore, you do not have to worry about certain exclusions.

Camper Medical acts as good will insurance, which reduces the likelihood of claims.

Some health insurance companies and health care providers require the camp director to pay or

guarantee payment of bills.

Serious incidents come to AMSkier faster, which means the necessary data can be gathered early in case of legal action. AMSkit (electronic transferring of incidents) is used to simplify and make this process more efficient. This helps to protect you and helps you in doing due diligence right away, and AMSkier will be prepared to defend you, if necessary.

To learn more about Camper Medical, please call our service directors Carol or Mary, at 800.245.2666

Other Than Insurance

Characteristics of a Good Supervisor

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Adapted from:

YOU’RE THE BOSS Characteristics of a Good Supervisor

By Natasha Josefowitz, Ph.D.

Listed below are some characteristics of a good supervisor. The purpose of this exercise is to identify weak points. Don’t expect to be perfect, but expect that willingness to acknowledge trouble spots is the first step to improvement. Rate yourself as to your current practice.

A = Always B = Often S = Seldom N = Never

___ 1. You praise good work that merits it.

___ 2. You help with work that needs improving.

___ 3. You provide the information and guidance needed so that your staff can work effectively.

___ 4. You communicate to your staff the reasons for important decisions and changes.

___ 5. You encourage criticism and feedback from your staff regarding your policies and your management style.

___ 6. You consult with your staff before making decisions regarding their work.

___ 7. You organize and plan well.

___ 8. You give continued training, encourage professional growth, and provide learning opportunities.

___ 9. You are willing to take risks by delegating authority.

___ 10. You make your expectations clear.

___ 11. You evaluate fairly and regularly.

___ 12. You have patience.

___ 13. You are self –confident and decisive.

Other Than Insurance

Characteristics of a Good Supervisor

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___ 14. You promote team spirit. ___ 15. You are able to deal with conflict. ___ 16. You are flexible. ___ 17. You are sensitive to staff’s feelings. ___ 18. You have a sense of humor. ___ 19. You keep confidences. ___ 20. You trust staff. ___ 21. You can make the difficult decisions to take corrective action when disciplinary action is necessary. ___ 22. You have no favorites. ___ 23. You do not reprimand a member of your staff in front of others unless there is a specific reason, such as making an example. ___ 24. You are never rude, unpleasant, or sarcastic. ___ 25. You are not secretive, vague, or evasive.

Those answers that fall in the S or N category need to be reviewed with the intent to examine whether or not you need to

re-examine your practice.

Property

Property Claims

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AMSKIER PROPERTY CLAIMS

Please report all claims involving damage to buildings and/or equipment by calling AMSkier 800.245.2666 within 24 hours after they have occurred or as soon as possible after they have been discovered.

When making the call to AMSkier, please have the following information available:

• Date and time of loss • Exact location of loss

• Type of loss (i.e., fire, vandalism, windstorm, etc.)

• Name and address of any police or fire department that was called in

conjunction with the loss

• Brief description of the damage

• Name and telephone number of person who will have the responsibility of speaking with the adjuster

If the property damage occurs while camp is in session, it is important to co-ordinate with the Camp Director concerning any necessary emergency or evacuation plans that have to be put into effect at once. The safety of the campers and staff takes precedence over all other considerations.

If repairs must be made immediately, be sure to take photographs of the

damage prior to making these repairs. If you must call in a professional person of any kind (i.e., plumber, electrician, etc.), make sure you have receipts from this person(s) for the immediate repairs that had to be made.

It is extremely important to minimize the damage. Any action you take to

do this should be documented and a record of expenses for this action should be presented to the adjuster.

Sample Letters & Documents

Internet Issues

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Letter addressing Myspace.com, Instanting

Messaging, Webpages and Blogs!

We hope this email finds you well and that you came away from this past summer with lots of wonderful memories and many new friendships. As you already know, in this technological age, our concern for the safety and well being of our campers must extend outside of the security of camp itself. Internet websites such as myspace.com offer campers and staff the ability to create personal web pages and blogs, which expose our campers' personal information to the public at large. We want to take this opportunity to remind you of something we spoke about during the camp season concerning our policy as it pertains to communicating with campers. Our policy states that you may not post or comment on any camper web pages, blogs or pictures which may appear on the Internet. In addition, you should not be communicating with campers via e-mail. You may, if you wish, send your campers a birthday greeting or seasons greeting but nothing more. Any violation of this policy will eliminate the possibility of you being invited back to camp in 2007 or any future summer. Even if you are not planning on returning to camp, we request that you respect our policy in consideration of our camp families and us. In addition, as was stated at camp, for your own protection you need to remember that anything you put on the Internet is there for ever. When you post inappropriate pictures or you are involved in anti-social activities on the Internet, these actions may prevent you from getting into graduate programs and/or will negatively impact on future employment opportunities. Finally, we also ask that you consider what you are writing or posting in general when it comes to your experiences at camp. Please remember that anything you put on sites like myspace.com can be read by our parents and campers. If your postings pertain to camp then what you say reflects upon us and impacts on our reputation. We must also specifically address posting pictures from the summer on the Internet. If you have posted any pictures from camp that contains campers, they must be removed immediately. The only pictures of campers allowed to be posted publicly are those on our official website. These pictures contain no personal information such as names. In order to protect ourselves, we will be reviewing the major Internet sites on a regular basis in order to insure that members of our staff (and former members of staff) have not posted any inappropriate pictures from camp and are not involved in any inappropriate communication in general or communication with our campers. If you have any questions about anything contained in this e-mail, please don't hesitate to give us a call at 1-800-….. We sincerely hope that you will respect our policies and help us maintain the safety and security of our campers. We hope to see many of you back in camp for the 2007 season. In the meantime, have a wonderful year.

Sincerely, Camp Director Name


Camp Whatever Letter

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CAMP WHATEVER LETTER

Camp Whatever has been successfully providing a summer of safe, age appropriate and memorable experiences for children for many years. We have been pleased to be able to serve generations of families as well as multiple siblings from the same family. With few exceptions, Camp Whatever has been able to serve all the children accepted for our program and year after year parental praise for our work has been the rule. We are grateful for all of your letters of appreciation and expressions of satisfaction with our efforts. We have every intention of continuing to care for your children with the same concern, interest, and energy in the 21st Century.

The success of our program is based, in part on:

• High standards of care for your children • High expectations of ourselves and our staff • A value system explained to staff, campers and families • Boundaries clearly defined for campers and staff Camp Whatever is a community and a family. The well being of your children both physically as well as emotionally is our priority. In order for us to continue to be successful, we need to make you aware of the observations and experiences we have been dealing with during the last several years. We believe that many children have been negatively influenced by song lyrics, sexually erotic television programming, movies, books, DVD’s, computer games, the Internet and pornography. Our society appears to be focused on sexuality and violence, both of which idealize the use of drugs and alcohol. Our young people cannot avoid seeing, hearing and absorbing that which makes up a substantial part of their young lives. Our camp community is a microcosm of society at large. However, what may unfortunately be acceptable in some homes and communities, cannot be acceptable in our Camp Whatever Community if we are to continue to care for other people's children with the same concern, interest, and commitment to safety as we have in the past.

Our camp attempts to teach campers: • To recognize that they have responsibility for themselves and those around them • To learn to make choices, which are good for themselves and others, and to take

responsibility for the choices they make • To respect oneself and others in spite of differences • To accept that they are accountable for their actions and the consequences for

inappropriate behaviors


Camp Whatever Letter

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It is essential that you communicate to your children that we will not be able to accept behaviors such as bullying (including cyber-bullying), violence, possessions of weapons, repeated profanity, disrespect, bigotry, homophobic comments, inappropriate sexual behavior, drug and alcohol use, hurtful Internet or Instant Messaging blogs or any other unsafe behaviors that are potentially harmful to themselves or others. They must understand that a consequence of their behavior can mean the loss of this program. Our demonstrated interest is to offer only pleasant memories. It is not our intention to exclude any child. However, that need may unfortunately arise. It is important to discuss in detail your expectations of your child(ren) and that we are, parents and camp management, in total agreement. A child or children asked to leave camp because of behaviors detailed in this memorandum may not be permitted to return in future summers. There will be no refund of tuitions. Another area of concern has been our experience with some children who have been sent to camp with "family secrets." Specifically, children who have fit some of the categories detailed below:

• Campers with psychiatric problems • Campers with serious medical problems • Campers with organic problems who are off medication for the summer • Campers who were hospitalized for physical or emotional reasons since last summer • Campers experiencing traumatic reaction to family issues such as parental separation,

divorce or death

In fairness to our counselors, staff and campers, we need to make informed decisions about all of the young people we invite into our community and family. "Family secrets" serve no one. Our purpose in having pertinent health information, both physical and emotional is to be able to better serve each child. We must expect that parents or guardians of any child sent to Camp Whatever have provided us with all the necessary information we need to keep all children safe. With these facts in mind, as owner/directors of Camp Whatever, we must reserve the right to ask that a child at risk to one self or the community be picked up and removed from camp immediately. There may be a circumstance where we have agreed to accept a child with full knowledge of his or her problems and have attempted to take all the necessary steps of making the experience successful, but find that we are unable to do so. For the good of this child and/or the community, the child may have to leave.

This letter would have been unheard of years ago. However the world has changed and we need to accept the effects of some of those changes. As caretakers of your child(ren) we accept the responsibility of partnering with you and simply ask for your full cooperation. As always, please contact us if you have any questions or concerns about this communication or any other matter. We look forward to Summer–2007. Date: ____________________ Name of Parent(s) or Guardian(s) - Please print:_________________________/____________________ Signature of Parent(s) or Guardian(s) - Please print:_________________________/____________________

Sample Documents

Sample Conference Center Activities Agreement

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SAMPLE CONFERENCE CENTER ACTIVITIES AGREEMENT

THIS AGREEMENT is made this ___________ day of ______________, 20 , by and between CAMP , of, (hereafter referred to as “CAMP”) and ,of (hereafter referred to as “GUEST”), for use of the camp facilities for the year 20 .

1. The period of usage shall be from at a.m. to

at p.m.

2. Guest shall utilize the camp facilities for the following purposes:

3. Guest shall be responsible for all bedding, linens, towels, and pillows. Camp will provide designated dormitory style cabins and beds. Only designated cabins may be used.

4. Guest agrees to attend an orientation regarding all safety rules and regulations pertaining to

the camp upon arrival, and fully comply with all such rules and regulations, and all applicable laws and ordinances. In addition to any other rules, no smoking, controlled substances (except by prescription) alcoholic beverages or weapons of any sort will be permitted upon the property, unless other written arrangements are made.

5. Meals shall be provided by camp as follows:

6. Guest is responsible for all loss, breakage, or damage to any camp property caused by any of its attendees, employees, agents, staff, representatives, or any other individual that it is responsible for. Camp will be responsible for any damage caused by its own negligence or by its employees.

7. Cost for use of the facility shall be $ per person, with minimum payment for at

least of persons. 8. Guest shall procure liability insurance in an amount not less than $ , proof of

which shall be furnished to Camp ____________ not less than thirty days prior to the starting date set forth above. Such insurance shall name Camp as an additional named insured. In addition to the real property, Camp shall make available for use to Guest the following personal property: Any other necessary property, equipment or supplies shall be furnished by Guest at Guests own expense.

Sample Documents

Sample Conference Center Activities Agreement

Aide de Camp

Guests understand that use of the camp’s facilities involves terrain, activities and group living arrangements and interactions that may be new to the users, and that they come with certain risks and uncertainties beyond what they may be used to dealing with at home or at school. We are aware of these risks, and we are assuming them on behalf of each user. We realize that no environment is risk-free, and so we have instructed each user on the importance of abiding by the camp’s rules, and we represent that he or she is familiar with these rules and will obey them.

We further agree to save and hold harmless Camp , its owners, agents, and employees, from any cause of action or claim brought against them by us or by any user, including any judgment, settlement, or award, along with costs of defending against this claim, including attorneys’ fees, and that I am authorized to execute this agreement on behalf of .

9. Signed contract must be returned by Guest no later than , a 25% deposit must

be paid at that time, with the balance due not less than five days prior to the start date set forth above.

10. Guest has inspected the premises, and agrees that it is satisfactory for its purposes. 11. This agreement shall be construed in accordance with the laws of the __(state)________.

The parties agree that in the event of any disagreement, sole jurisdiction of any legal dispute shall lie within County,

, and shall be governed by the laws of the state of _______________. 12. This agreement represents the entire agreement between the parties, and no other

promises, whether oral or written, entered into prior to the signing of this agreement shall be of any force of effect, and any changes hereto shall be in writing, duly signed by each of the parties.

13. Camp does not provide any guarantee for weather conditions.

14. In the event of cancellation, the 25% deposit shall be forfeited by Guest as liquidated damages, and there shall be no refunds on any amounts paid.


Camp Skier’s Moral Commitment

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CAMP SKIER’S MORAL COMMITMENT

We believe residential camping is a community. It is an intimate experience for campers and staff alike. We deeply want Camp Skier to be a safe place, both physically and emotionally. We will do everything in our power to make that happen. However, we are realistic and know that it takes the cooperation of all parties involved ensuring that it does.

We believe it “Takes a village to raise a child.” Camp Skier is a community that strives to help children: 1) Recognize they have a responsibility for themselves and for the immediate people around them. 2) Make choices, which are good for themselves and others, and take responsibility for the choices they make. 3) Respect, oneself and others even though there may be differences. Citizenship is a vital part of the Camp Skier environment. Any one person’s actions have a far-reaching effect on the community as a whole.

Since 1997 we noticed changes in the influences affecting our youth. We are concerned that this change may be in part attributed to song lyrics, TV, movies, computer games and the Internet. As a result, we reserve the right to confiscate (and hold until departure) CD’s containing profanity or offensive lyrics, t-shirts with offensive logos or writing, etc. The misuse and abuse of aerosol cans has been on the rise therefore, they are banned from the camp premises and will be confiscated. In addition, campers found with weapons, alcohol, cigarettes, or mind altering substances will be removed from camp. We ask that you please be aware of what your child is intending to bring to camp.

Due to outside influences, profanity, disrespect, pornography, sex and violence are part of children’s daily environment. Although this is not meant to be a political statement, we did have our Past President on the front-page everyday for an entire year arguing what sex is and what it isn’t. Our children are being over stimulated and camp is not a glass house. In fact, camp is a representation of our society. What’s out there can find its way into our community. Uncontrolled behaviors such as violence, profanity, disrespect and sexual displays, i.e. mooning, flashing, grabbing or touch of sexual organs, etc., are not behaviors we want happening to or among our campers at Camp Skier. From time to time we will have an individual who will display flagrant behavior which can threaten or be harmful to themselves or others. We are finding such behavior in children as young as 8. Parents/Guardians need to know that these identified behaviors affect cabin life and our camp community as a whole and will result in early unplanned dismissal.

We, the Camp Administration, must be made aware of children who are or have been treated for emotional, neurological, physical or psychiatric disorders. In addition, parents/guardians must share with us if their child is on psychotropic medications during the school year, has been suspended/expelled from school and/or hospitalized for psychiatric illness or sexual activities. It is vital that we are made aware of these circumstances so we can make an informed decision as to whether or not we can safely program and care for the child.


Camp Skier’s Moral Commitment

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Our purpose in having this information is not to exclude the child but to better serve them. We may be unable to handle children who demonstrate unmanageable behaviors or become children at risk, unless we are able to consider and plan for the program and staffing issues/needs of the child and community. While current thinking recommends the importance of “Mainstreaming” children with problematic behaviors there are limits to what we can appropriately accept in our limited community. Our counselors are not trained therapists; they are people who want to make a difference.

As Owners/Directors we must reserve the right to ask that a child who is at risk, to either themselves or the community, be picked up and removed from camp immediately. There may be a circumstance where we agreed to accept a child with full knowledge of his/her problems and having taken all necessary steps to deal with the child, were unable to manage the child. For the good of the community, the decision to have the child leave is appropriate. If a camper is dismissed for any of the above reasons it is Camp Skier’s policy that no refunds will be given. If a parent/guardian is asked to remove their camper/child from Camp Skier and does not respond immediately Camp Skier reserves the right to secure an outside transportation service to deliver said camper/child to their home or nearest relative. The incurred expense will be the responsibility of parent/guardian.

We will expend every effort on behalf of the children and community to make the camp experience a positive one. The health and safety of all campers and staff is ultimately our responsibility. A decision to send a child home for medical, psychological, or behavioral issues is one of deep concern and should be seen that way by parents/guardians.

Family “secrets” that put children and staff at risk are unfair and deceptive. Camping is about relationships between and among various people. For the safety and well being of every camper and staff, one of the most critical relationships is between the parents/guardians and the camp directors. We need to form a partnership which includes trust and open communication on the issues effecting each child and how best to deal with those issues. We appreciate the efforts of parents/guardians to share with us their concern and in turn will share our experiences with you. Please know that all information you share with us will be confidential. _____________________ Signature of Parent Date

_____________________ Signature of Camper Date __________________________ _____________________ Signature of Camper Date

Staff Manuals

Drug Policy

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DRUG POLICY

(Your Camp) at all times maintains a drug-free environment with a zero tolerance policy. All camp employees may therefore be subject to random drug testing with or without notice prior to the beginning of the camp season and throughout his or her term of employment. Refusal to submit to such testing will be grounds for immediate dismissal.

Staff ManualsBackground Checks

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BACKGROUND CHECKS

Applicant grants (Camp Name) the right to perform a criminal history and child abuse background check, and will save and hold harmless (Camp Name) and any third party who relies on this grant of right in providing any information.

Staff Manuals

What to Expect at Camp Skier

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WHAT YOU SHOULD EXPECT AT CAMP SKIER

To have fun To form lasting friendships To feel good about yourself and the work you’ve done To learn more about yourself To find out how strong your sense of humor is To feel frustrated at times To work hard To work very hard To laugh, to smile To do some of the most embarrassing things you’ve ever done & have a great time doing them. To be outdoors To wonder if you can survive if it rains for a whole week To gain more from this experience than you ever expected To never have thought that 8 weeks can go so slowly and at the same time so quickly To learn To wonder when it will be your turn to go to the bathroom To feel needed To cry when it’s time to say good-bye To grow as a person To test your creativity To test your sensitivity To follow rules even when you may not agree with them To do things you never thought you would or could do To know that you have made a difference in another person’s life To make mistakes and learn from them To care for someone else’s children To be an assistant at some activities and a leader at others

Staff Manuals

What to Expect at Camp Skier

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WHAT YOU SHOULD NOT EXPECT AT CAMP SKIER

To be on vacation

To be asked to do things that you are not capable of doing

To have a summer romance at the expense of the campers and your fellow workers

To be bored

To have privacy

To eat a leisurely lunch

To have things always go as planned

To always receive praise and thanks

- even though there are many people that really appreciate you

To have your needs met all the time

To be told what to do and how to do them many times during a day

To be free to do whatever you want and to revise the schedule as you wish

To regret your camp experience

To forget your camp experience

Staff Manual

Required Qualities of Camp Counselors

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1100

Required Qualities of Camp Counselors 1. When you look in the mirror you see a responsible, caring adult.

2. When you look at a camper of any age – you see a child who depends upon adults for care and

safety.

3. You understand that being friendly to children does not make you their friends.

4. You understand the urgency and importance of setting immediate and appropriate limits with children and adolescents.

5. You understand exactly what constitutes (IIB) Inappropriate Intimate Behaviors with campers of any

age.

6. You understand your expected responsibility to immediately report unacceptable behaviors of any staff to management.

7. You understand the law and how it relates to your age and the misuse of vehicles, alcohol, and

drugs.

8. You understand that your private life needs to remain private and “off limits” to campers.

9. You understand that your role as a caregiver of children is an undeniable priority.

10. You understand that not to react to inappropriate behaviors or comments of campers is to condone and encourage them.

Norman E. Friedman, M. Ed., Dean Gene Ezersky Camp Safety College

Staff Manuals

No Communication Policy During the off-season

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No Communication Policy During the Off-Season

Communication between staff and campers is not permitted either before or after the camp season. We take full responsibility to make campers and their families aware of this policy. Summer camp at (name of your camp) is designed to be a very special experience that has a beginning and end. As caregivers, in loco parentis (in place of parents), we need to return our campers back to their families after the last day of camp. Hopefully, the appropriate relationships and positive experiences of the summer will create a treasure chest of memorable experiences. As we are well aware, unfortunately, some adults create inappropriate intimate behaviors with children. In order to eliminate any possible vulnerability to our staff, we will no longer permit any staff communication or contact during the "off season" with campers. We will therefore not share staff addresses, telephone numbers, or email addresses with campers or their families. We expect the same of our employees. Any exceptions to this policy must be discussed with (name of person).

Vehicles

Driver Guidelines

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DRIVER GUIDELINES

Any of the following items will disqualify a person from driving camp vehicles and children.

1. Three or more accidents (regardless of fault) in the last three years. 2. One or more Type A violations in the last three years. 3. Any combination of accidents and type B violations which equal four or more in

the last three years. 4. Drivers with a suspension or revocation of license within the last three years. 5. All drivers other than those transporting children must be at least 18 years of

age. 6. All drivers that transport children must be at least 21 years of age.

Type A Violations

Driving while intoxicated Driving under the influence of drugs Negligent homicide arising out of the use of a motor vehicle Operation of a motor vehicle during a period of suspension or revocation of license Using a motor vehicle for the commission of a felony Aggravated assault with a motor vehicle Operating a motor vehicle without owner’s authority (grand theft) Permitting an unlicensed person to drive Reckless driving/careless driving including illegally passing a school bus Speed Contests Fleeing and Eluding Leaving the scene of an accident

Type B Violations

All moving violations not listed as Type A violations

Workers’ Compensation

“Band-Aiding” Worker’s Compensations Claims

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BAND-AIDING CLAIMS

FOR WORKERS’ COMPENSATION INSURANCE Did you know that you have some control over your workers’ compensation premiums? By “Band-Aiding” minor work-related injuries, you can help keep your experience modification (and therefore your workers’ compensation costs) down. For a claim to be “Band-Aided” it should meet the following criteria:

The employee has not lost any time from work other than the day of the injury. The employee has not had more than two visits to a health care professional. The total bills do not exceed an amount that you are comfortable assuming yourself.

If the claim meets these criteria, you can “Band-Aid” it. By “Band-Aid”, we mean that you will report the claim to us within twenty-four hours to have it on record, but you will pay the medical bills yourself. When you phone in your workers’ compensation claim, you can let us know at that time that you are “Band-Aiding” it. If you aren’t sure whether a particular incident meets the “Band-Aid” guidelines, please ask and we will be glad to help you make the decision. Please call Carol or Mary at 800.245.2666 for further assistance or call 866.SKIERWC to report all workers’ compensation claims whether you plan to “Band-Aid” them or not. We want to make sure that you are protected for late reporting. We also want to help make sure that we help you manage your workers’ compensation costs.

Camp Name Official Title of Person Making This Report Staff Information Name of Injured Staff Staff's Gender Staff's Age Location of Staff (if different from mailing address) Social Security # Home Address of Injured Staff

Accident Information Date of Accident Time of Accident Address Where Accident Occurred County Where Accident Occurred Did Accident Occur on Camp Property?

Yes No

Nature of Injury and Part(s) of Body Affected Did Camp Provide Medical Care? If Yes, Where and When? Name and Address of Doctor Who Treated Staff Name and Address of Hospital Where Staff Was Treated

Has Staff Returned to Work? If Yes, What Date? If Yes above, at what weekly wage? What was Staff doing when injured? How did the Accident or Exposure Occur? Object or Substance that Directly Injured Staff Was Staff involved in an unsafe Act?

Yes No

Was there any Mechanical Defect in Equipment Staff was using that caused the Accident

Yes No

Date Supervisor first knew of injury Date Staff Stopped Work Because of Injury of Illness Was Injured Staff Paid in Full for the Day of the Accident? Employment Information Staff's Job Title Staff's Average Earnings Per Week Total Earnings Paid During 52 Weeks Prior To Date of Accident? Staff Is Employed

Part-time Full-time

Days of Week Staff Usually Works

♦Please call 866.SKIERWC during Camp Season and 800.245.2666 in the off-season to report Worker’s Compensation Claims.

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AMSKIER WORKER’S COMPENSATION CLAIM FORM

Page 1Claims

Sample Work Comp Claim Form