I will accept no bull from your house... (Psalm 50:9)

Period of Employment
The general term of employment is 8.5 weeks for all summer staff.  This includes staff training, 8 camper sessions, days off, a staff break, and end of summer cleaning.  The exact dates are included in the contract for each staff member, and may vary in relation to individual needs.

Payment of Salary
Unless specific arrangements are made, summer staff will be paid four times:  July 1, July 15, August 1, and the last day of camp.  The final paycheck will not be issued to a staff member until his/her responsibilities are completed, including end of camp clean-up, and completion of the end-of-summer evaluation form.

Other Remuneration
At the director's discretion, a travel allowance may be included as a part of the staff member's contract.  Staff will use camp gasoline if they use their cars for camp business.  The camp provides room and board for the terms of the contract.  Laundry facilities are provided for the staff to use once per week.

Tips and Gratuities
Tips and gratuities are not allowed and should be refused if offered.  Parents who desire to show their appreciation through financial means should be encouraged to make a tax-deductible gift to the camp sustaining fund or scholarship fund

Promotions and Rehiring Policy
Staff members who have completed a successful season on the staff with a satisfactory evaluation by the director and assistant director will be considered for staff positions in the following summer, provided application is made by the deadline provided.  Promotions to other positions are based on the evaluation of previous performance, meeting the requirements of the job description, and capacity to function in the position.  An interview is required as part of the rehiring process, and rehire is not guaranteed.  Persons with program staff experience at Makemie Woods will receive greater remuneration than persons applying for the first time.

Leave of Absence
Normally, the camp shall provide up to 3 paid sick leave days for summer staff.  Emergency leave (such as death in the family) shall not exceed 5 days with pay, as determined by the Director.  Personal leave (leave without pay) may be negotiated with the Director.

Termination of Contract
The contract will continue only as long as the staff member complies with the terms of the contract and the policies of the camp.  If an individual staff member and the camp director agree that it is for the best interest of the individual and the camp, the contract can be terminated.  Salary will be prorated and may include up to one week's severance pay.

Resignations
Staff members should give  a minimum of one week's notice of resignation, and more if possible.

Dismissals
A staff person can be dismissed immediately for gross misconduct (use of alcoholic beverages or drugs, physical or verbal abuse of campers, disobedience of the specific orders of the director/assistant director/program director, sexual misconduct or any other conduct unbecoming a Christian).  A staff member so dismissed has the right of review by a board composed of a member of the Camp committee, one of the directors, and a consenting fellow staff member of his/her own choosing.  In the event of an immediate dismissal, the staff member will be relieved immediately of his/her duties, and must remove his/her personal possessions from the camp property within 24 hours, with the understanding that this does not prejudice the staff members right to a review.  The dismissed staff member is entitled to prorated remuneration from the beginning of the most recent pay period to the end of the current camp session.

Conduct
Each staff member is expected to conduct him/herself in a manner that is in keeping with the philosophy and Christian orientation of the camp.  Profane and/or other hurtful language is strictly prohibited on the site.  Staff should never use physical force as a means of disciplining campers.

Staff Relationships
Staff are expected to relate to one another with Christian love, respect, and support.  Gossip and other disrespectful behaviors are inappropriate, and can be grounds for dismissal.  If staff members become romantically involved, their relationship should be kept very discreet, and should strive to be an example of Christ's love.  Expressions of romantic intimacy (kissing, fondling, etc.) in the presence of campers or staff while on the Makemie Woods property or while on duty is grounds for dismissal.

Staff Housing
Staff not assigned to camper groups may be assigned to rooms with amenities such as plumbing and electricity. These assignments will change at least weekly.   Staff quarters should be kept clean and neat, and treated with respect and care.  A security deposit may be required.  Members of the opposite sex should not enter the staff quarters of others unless on official camp business.   No one (campers or staff) should be out of his/her place of residence after midnight, except in an emergency or as arranged with the director.  Support staff assigned to camper groups are expected to participate in that group’s nightly devotions and bedtime rituals.

Health History
All summer staff members (and their family members who stay at the camp) are expected to have an updated, signed health history form on file.  For staff members under 18 years of age, the form must be signed by a parent/guardian.

Medical Care
All summer staff are eligible for primary medical care by the camp medical technician.  A physician is on call throughout the summer.  The camp carries worker's compensation insurance for all job related injuries.  The staff person's own insurance must cover medical expenses related to illness.

Smoking
Summer staff are not permitted to smoke anywhere on the Makemie Woods property, or at any time while on duty (ie transporting another staff member somewhere, running an errand for the camp, etc).  While a staff person may elect to smoke on legitimate time off, it is expected that campers and other staff will not be aware (ie your clothes or your breath are not to be noticeably affected by smoke).

Social Security and Income Tax
All employees who are US citizens are subject to paying the employee's share of FICA, which will be withheld from the employee's salary.  All staff members will be expected to fill out the appropriate withholding forms for federal and state taxes.

Immigration and Naturalization Service
Federal law requires that employers verify that all employees are citizens of the United States or have appropriate visas.  All staff members will be required to file a form I-9 with the director.

Automobile Insurance
Staff members are covered when driving camp owned vehicles.  Staff members are not covered when driving privately owned vehicles for personal use.  In the event that a staff vehicle is used to transport campers on camp business, a signed permission form from the vehicle’s legal owner must on file.

Staff Lounge
A portion of Cabin 1 will be designated as the staff lounge.  It will be "off-limits" to campers.  The lounge is available for rest and relaxation, and staff members are expected to keep the lounge neat and clean.  The lounge will contain a tv, vcr, computer, furniture, and air conditioning.  The staff lounge is to be used only during time off.  The back porch of the kitchen is off-limits to everyone except those on duty in the kitchen.  Camp offices are not for general gathering during any time.

Phone Use
Staff members will have access to a courtesy phone for making and receiving personal calls.   The camp phone may be used for short local calls, and for emergencies, as cleared by the director.  The camp phone number should be given only to immediate family for emergency calls.

Pets and Personal Possessions
Summer staff members are not permitted to bring pets (cats, dogs, etc.) to camp.  Exceptions will be considered by the director when the pet could contribute to the nature program of the camp.  Staff members who bring cars must park them only in designated areas, and they are not to be used as transportation around the camp.  Firearms are not permitted on the camp property, and knives used for camping are permitted only under the condition that they are never used by campers or accessible to campers.  TVs and other electronic equipment are permitted only in the staff lounge, and the camp assumes no responsibility for the care and safety of such items.  Tape/CD players may be used in the presence of campers for devotional purposes or developing skits ONLY.  Staff should not use “walkman” type personal stereos in the presence of campers, esp. when on duty.  Any music that campers could hear or overhear should be appropriate and preferably Christian, and should have no vulgar language or sexual innuendo.

Dress Code
Staff shall dress in manner that creates a trustworthy first impression on parents. Attire shall be modest.  Specifically, "string" swimsuits for women and tight fitting swimsuits for men should not be worn.  Shirts will cover the torso from the top of the chest to at least the top of the pants.  Spaghetti strap tank-tops should not be worn, and appropriate undergarments must be worn.  Tattoos should be covered with clothing, and body piercing jewelry shall be limited to the ears.
 
Visitors
The camp director must be consulted before inviting a visitor to camp.  Visitors are only permitted during periods when the inviting staff person is off-duty, such as daily or week-end breaks.  Generally, a visitor may have one free meal in camp.  An overnight stay will be charged $8.00, and additional meals will be charged $3.00 each.  The inviting staff person is responsible for seeing that the fees are paid.  Any visitor that violates the guidelines for staff conduct will be asked to leave, and will not be permitted on the camp property for the remainder of the summer.  All visitors, including past staff members or campers not currently enrolled, must first check in at the offices and receive a nametag.  If for some reason office staff is not available, visitors must wait upstairs in the Main Lodge until they can be checked in.  Staff members observing visitors without a nametag or who have not checked in should direct them to the offices.

Stewardship of Resources
At all times staff should set the example for Christian stewardship of resources.  This includes teaching campers how not to waste food, turning off lights when not in use (especially in the Main Lodge big room, Bible Hut, Picnic Shelter, and Showerhouse) and picking up trash when it is seen.  Camp resources which cannot be re-used, such as toilet paper, should never be used for practical jokes.  (All practical jokes must be cleared through the Director or Assistant Director by use of the Practical Joke Form)

End of Summer Departure
Summer staff are expected to have packed and departed within the designated time period determined by the directorial staff.  Staff members requesting to stay an additional day or so must request permission as soon as possible, as conference groups may be coming soon after summer camp ends.  In exchange for an extended stay, the staff member will “earn his or her keep” with additional cleaning duties or end of summer closing duties as determined by the director.  Any gear or equipment a staff member may wish to use must be cleared by the director well in advance, and there are no guarantees.  The only available food will be leftovers in the walk-in refrigerator; otherwise, no food is provided and no new camp food shall be opened or prepared.  It is expected the staff member will contain his or her possessions to an approved area, and continue to abide by camp policies (ie no smoking, etc).  This policy includes any staff who may stay a few days extra for an “all who wish” staff adventure.

Other staff personnel policies
Whenever the Director is absent from the camp, the Assistant Director has the authority of the Director to make decisions regarding staff.  When both the Director and Asst Director are absent from camp, the Program Director assumes this position.

WHENEVER ANY STAFF MEMBER ISN'T SURE ABOUT A POLICY OR PROCEDURE, HE/SHE SHOULD ASK THE DIRECTOR!  The adage "it is easier to get forgiveness than permission" does not apply to our ministry at Makemie Woods!  The consequences of your actions are very far reaching in a camp ministry setting--think BEFORE you act!

While Makemie Woods is filled with merciful people, we must look out for the best interest of both campers and staff. Therefore, we operate on a “three strikes” policy–at the third violation of any policy, or at her discretion depending upon the degree of the violation, the director may elect to terminate your contract.