Personnel Policies

The practices, policies, and procedures for staff at Camp Barney Medintz (CBM) have been designed to enable our camp staff to function within a safe and secure environment and to appreciate the scope of living within our community. The purpose of the following information is to clearly state for staff the basic requirements of living and working at Camp Barney Medintz, as well as staff member privileges, limitations, and general responsibilities.

ASSIGNMENT

The camp administration shall be sole judge regarding the assignment to areas, units, living villages, and supervisors. “Offers of Employment” for specialists and support staff are specific as to job assignments; those for counselors and unit counselors are not specific as to unit placement and will be shared prior to staff arrival at camp if at all possible. Some cabin groups may remain in flux until staff arrival. In that case, it is possible that some unit staff will not receive a specific unit placement until they arrive at camp. JIT, SIT, Chalutzim, and CBMX assignments are specific in the offer of employment.

If deemed in the best interest of camp, reassignment of staff duties may occur during the course of the season.

OUR VALUES

Community

Camp Barney is a space for everyone to feel welcome. At camp, we develop meaningful connections, embrace differences, take care of each other, and show support and appreciation for our camp community.

Self-Discovery

Camp Barney is a place to feel safe, physically and emotionally. We challenge ourselves to become independent and confident while discovering the best version of ourselves.

Joy

We are most open to learning and growing when we are having fun. Camp Barney is a place to play together and experience true joy.

Making a Positive Difference

We share an obligation to take care of the community around us – its environment and its people – with the goal of making a positive impact. We aim to think of others and make our interactions positive, knowing we are always trying to improve.

Jewish Identity

Camp Barney makes Judaism approachable so that everyone in our community can connect to traditions and culture in a way that is both meaningful and comfortable. We expose our community to the array of Jewish experiences among us and around the world.

Integrity

Camp Barney’s community prioritizes treating people, animals, and the environment with kindness, compassion, and empathy. We emphasize making good choices, even when no one is watching.

COMMITMENT TO CAMP BARNEY

We ask that everyone (campers and staff alike) at Camp Barney make the following commitments to reaffirm what we stand for and what we want our community to be.

I will treat everyone with kindness and respect.
I will help others feel welcome and valued.
I will embrace people who are different from me and the things that make each of us unique.
I will be present and connect with the people at camp.
I will challenge myself to have new experiences.
I will take care of my body, mind, and soul.
I will think about the physical and emotional safety of others before I act.
I will strive to make a positive impact in my community and help make the world a better place.
I will show appreciation for the Jewish traditions we share.
I will have fun and help others find joy.

ZERO TOLERANCE POLICIES

Camp Barney is committed to helping everyone in our community feel safe as they learn and grow. We believe that the process of making mistakes, attempting to fix those mistakes, and learning from them is an important part of the process of growing as an individual and being part of a community. However, some behaviors present too great a risk to the safety of our community for an individual to remain at camp. Any staff member who engages in any of the following behaviors will be dismissed from camp for the summer.

Unless otherwise stated, these policies apply at all times and regardless of whether at camp or not. Contracts may be terminated and offers of employment may be revoked for staff members who violate these policies as interpreted by camp administration, regardless of whether they do or do not occur during the term of employment or on camp property. This list should not be considered exhaustive, and there may be other behaviors or reasons that lead to termination of employment.

Zero Tolerance Policies for Staff

Creating, encouraging, or tolerating an unsafe environment for campers or staff
Physical violence directed to any person or animal
Verbal abuse or sexual harassment
Physical relationships between a staff member and a camper
Possessing unapproved firearms or other weapons
Possession, use, or working under the influence of alcohol or illegal drugs
Encouraging, enabling, or allowing campers to violate a zero-tolerance policy

1. Creating, encouraging, or tolerating an unsafe environment for campers or staff

Camp Barney is a place to feel safe, physically and emotionally. We ask everyone to commit to thinking about the physical and emotional safety of others before they act.

Staff members will use their best judgment and uphold camp policies for themselves, their co-workers and campers to maintain a physically and emotionally safe environment.

Staff who are aware of an unsafe environment are expected to take immediate corrective action if that is within the scope of their training and ability. If not, they are expected to immediately notify their supervisor or other camp management.

Lack of awareness of camper supervision leading to an unsafe environment is also unacceptable.

Directors maintain the discretion to examine the significance and impact of each circumstance and act accordingly.

2. Physical violence directed to any person or animal

As part of our effort to create a safe environment, we solve disagreements with conversation to increase empathy and understanding. Physical violence is not tolerated.

Any staff member that engages in a deliberate act of physical violence against a person or animal at camp will be dismissed.

3. Verbal abuse or sexual harassment

At Camp Barney we develop meaningful connections, embrace differences, and take care of one another. We treat each other with respect in all our interactions as a means of showing support and appreciation for everyone in the camp community.

Verbal abuse includes harassing, labeling, insulting, scolding, cursing, or yelling at an individual with the intent of frightening, humiliating, denigrating, or belittling that person. This may include oral, gestured, or written language that attacks the self-concept of the victim, making them feel powerless. We expect that all staff will strive to treat everyone with respect. We are aware that in some cases, however, staff may inadvertently act in a way that is not perceived as respectful but without the intent of doing harm to anyone else. We expect staff to learn from their experiences and actively work towards being better communicators. Regardless of intent, staff who continuously engage in patterns of verbal abuse will be terminated.

Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. All staff will abide by all MJCCA policies on this matter.

4. Physical relationships between staff members and campers

All staff members have a responsibility to care for all campers at camp. In the eyes of our community and the law, any physical relationship between a staff member and a camper is a violation of this responsibility regardless of the ages of those involved.

While we acknowledge that our youngest staff members may be very close in age to our oldest campers and may be engaged in personal and physical relationships outside of camp, physical relationships between any staff member and any camper will not be tolerated.

5. Possessing unapproved firearms or other weapons

In the interest of protecting the physical and emotional safety of everyone at camp, unapproved firearms and other weapons are not permitted.

No staff member will possess a firearm or other weapon unless specifically approved by the Camp Director. This policy applies on-site at camp and during any off-site camp programs or events. This policy is not intended to apply to tools used by staff as relevant for their jobs (for example, pocketknives), though staff are still responsible for securing access to any potentially dangerous tools. If staff have any questions about whether an item is considered a tool or a weapon, they should consult with a member of the full-time team before bringing the item onto camp property or to an off-site program or event.

6. Possession, use, or working under the influence of alcohol or illegal drugs

Our time at camp together is precious. We ask everyone to commit to being fully present at camp and to always think about the physical and emotional safety of others before acting. We believe that use of alcohol and illegal drugs prevents staff from doing this effectively.

Staff members are not permitted to bring alcohol, illegal drugs, or other drugs with extreme psychoactive or intoxicating effects onto camp property or any off-site camp programs or events, nor to take possession of or use these substances. This includes usage of prescription medication by anyone to whom it was not prescribed or for a purpose other than for which it was prescribed. The only form of legal medicinal marijuana in Georgia is low THC oil. No other form of medicinal marijuana will be permitted on camp property, regardless of the prescriptions from other states that staff members may hold. Any staff members with a prescription for a medication that could impair their ability to perform the essential functions of their position must disclose this to the health center prior to the summer. All staff medications must be stored in the Marcus Health Center.

International staff members should be aware that the legal age for alcohol consumption in the United States is 21 years old. When out of camp on time-off, staff of legal drinking age who choose to drink will do so responsibly and with discretion. Any staff members, regardless of age, may be terminated if their behavior (even off-site) is a negative reflection on Camp Barney Medintz.

Any staff member who reports to their job while under the influence of any of the substances described in this section will be terminated, regardless of if the substances in question were consumed in a manner that is in accordance with the rest of this section.

7. Encouraging, enabling, or allowing campers to violate a zero-tolerance policy

Many campers look up to camp staff as personal role models. CBM staff respect this important relationship by always encouraging campers to act with integrity.

Any staff member who encourages, enables, or allows campers to violate a zero-tolerance policy at camp will be terminated. Staff are responsible for being aware of zero-tolerance policies for campers.

TERMINATION OF EMPLOYMENT

The staff member understands that if their employment is terminated prior to the end of the Employment Period, their salary will be prorated to the date of termination of services and will be paid after the current season has ended.
As set forth in the Offer of Employment, Completion Bonuses (a percent of the agreed upon salary) will not be paid if the staff member is unable to work the entire designated Employment Period, voluntarily resigns or is terminated for cause prior to the end of the Employment Period.

SAFETY

All staff will use good judgment pertaining to each member’s safety, the safety of each camper, and the safety of all those in our camp community. The essence of this section includes physical and emotional safety.

For example:

Following camp policies
Maintenance of, access to, and use of all facilities, equipment, and supplies.
Using good judgment pertaining to but not limited to weather conditions, accidents, illness and injury, intrusions, and consequences and discipline pertaining to behaviors.

“Slip, Trip, and Fall” prevention:

Footwear must be in good condition and appropriate for each activity.
Avoid unsafe obstacles and terrain where possible. Use handrails or steps when possible.
Do not stand on tables, benches or other unstable surfaces.
Notify supervisors or directors if observing or identifying unsafe spills, obstacles, terrain, or other surfaces or spaces.

TIME OFF

All staff are on duty 24 hours a day except during designated time off as explained below.

Each staff member will receive approximately eight (8) days off during the full camping season: Three (3) days off during each 4-week session and two (2) days during intersession. Cabin counselors and supervisory staff will not be able to take the first three (3) or last three (3) days off each session.

Staff will receive 1-2 off periods per day. On most nights, staff will have the evening off beginning between 10 PM and 10:30 PM and ending with in-cabin curfew at 1:00 AM. Exceptions are on evenings with staff meetings or when staff have supervisory responsibility for campers.

Unit staff will take time off based on a schedule that will allow appropriate supervision of campers in line with ACA standards.

FACILITIES, EQUIPMENT AND SUPPLIES

Care of camp facilities, equipment, and supplies are the responsibility of every staff member.

Staff members will maintain their activity areas, maintain safety and risk management, and care for and keep in good condition all equipment and supplies that are part of their areas or departments.

During off hours, staff may use camp facilities and supplies if participation does not interfere with camper programs. Except for ballfields and courts, specialty facilities and supplies can be used only with the permission of the Head Specialist and under the supervision of the specialists responsible for those areas. Swimming in the lakes and pools is strictly prohibited when there is no Waterfront staff on duty. Staff are responsible for leaving all areas in excellent condition and returning all equipment to its proper location. The main camp kitchen and caretakers’ shop are off-limits to all staff except those staff assigned to these areas, administrators, or those designated by authorized staff.

Staff will abide by all rules with regard to use of camp facilities and equipment while on or off duty. They will be held responsible for damage to camp, camp equipment, personal effects of campers and other staff members if such damage is due to negligence on their part. Payment for camp equipment lost or damaged while in their care will be charged to staff member’s personal account.

SUPERVISOR RELATIONSHIP & EVALUATION

Each staff member will be assigned a supervisor. The supervisor’s role falls under two categories: support and accountability. Supervisors will support staff through teaching, training, coaching, mentoring, informing staff about camp policies and procedures, and assisting with various camper and staff interpersonal issues. In terms of accountability, supervisors will hold staff to standards and expectations set by the duties of the job and the policies and procedures of camp, including monitoring the staff person’s performance and making sure that the task and/or responsibilities are completed in a quality and timely manner. All staff will receive an oral evaluation from their supervisor partway through each one-month session and a written evaluation at the end of each one-month session. Written evaluations will be part of the official record for future hiring and all reference requests. Any staff member can request an oral evaluation from their supervisor at any point during camp.

PERSONAL ANIMALS IN CAMP

Personal Animals refer to pets, service animals, or support animals. Due to the communal living nature of camp and the vigorous work hours, staff are rarely permitted to have pets at camp. Staff must indicate on their application if they would like to bring an animal to camp and will only be permitted to bring an animal on camp property after receiving the explicit permission of the Director. If they are given permission to bring an animal to camp, they must abide by the following policies.

Animals must be up to date on vaccines, licenses, and tags.
Animals may not present a nuisance to other members of the camp community due to noise.
The staff member is responsible for properly disposing of their animal’s excrement.
The staff member will be responsible for paying for any damage caused by their animal.
The staff member is responsible for keeping their pet out of designated areas that are off limits to pets. These areas include, but are not limited to the dining hall, kitchen, Marcus Health Center common areas, and pools.
The safety and well-being of the animal is the exclusive responsibility of the staff member.
Dogs must be capable of passing the Canine Good Citizen
The staff member should establish a backup plan outside of camp for the care of their pet if their pet is not able to live harmoniously in the camp environment.

PHOTOGRAPHS

Camp Barney Medintz is hereby granted permission to use any individual or group photographs taken at camp showing staff members in camp activities for public relations purposes.

USE OF TOBACCO AND VAPING PRODUCTS

Use of tobacco, including smoking, dipping, or chewing, is prohibited anywhere on the camp property except in designated places. Use of vaping products or any other smokable is also prohibited anywhere on the camp property except in designated places.

INTERNET & SOCIAL MEDIA POLICY

Camp Barney Medintz/MJCCA is committed to ensuring the emotional safety of our staff, campers, families, donors, volunteers, and members when using any form of social media, and this commitment applies to every CBM staff member. As an employee of CBM, your online actions directly contribute to the reputation of camp and parents’ ability to entrust their children and their safety to CBM.

Therefore, the following must be adhered to as a condition of employment:

Confidentiality

It is prohibited to discuss or disclose confidential, work-related matters through social media.
Protect our members, donors, staff, children, and volunteers’ privacy in compliance with applicable Privacy Policies (i.e. HIPAA & PHI), IT Security Policies, and all CBM/MJCCA Internal Policies.

Respect

Never disparage the CBM/MJCCA name or official logos. Respect all copyrights and trademarks. Do not use or post trademarks, copyrighted information, or logos unless sanctioned or approved by CBM.
Never discriminate, harass, or comment/post in a derogatory manner about CBM/MJCCA and its staff, donors, members, campers/children, or volunteers of the CBM/MJCCA when using social media.
Never use the internet, email, blogs, or any other site as a vehicle for gossip, rumors, or to defame staff, donors, members, or campers of CBM/MJCCA.

Responsibility

All online communications with campers must be kept camp appropriate at all times.
Never publish pictures of campers on the internet or send pictures via cell phone, email, text, social media, or instant message unless authorized by management and in accordance with the guidelines set forth in this policy.
All online connections between campers and staff should be initiated by campers.

Ambassador

Never allow pictures or videos of oneself to be seen on the internet and/or use the internet or email in a way that would be considered unprofessional or lewd or would compromise your ability to be considered a positive role model and representative of the CBM/MJCCA.
Never engage in sexually explicit, suggestive, humiliating, or demeaning comments in any online communication or social media.
Remove any material that contains obscenities, profanity, or vulgar language you currently have on the internet.
When in doubt, don’t post. Please do not post anything that you do not want your boss, colleagues, members, campers, or parents to know about. What you post on the internet is permanent.

Risk and Responsibility

You are responsible for what you post and may be personally subject to legal action if your post is threatening, obscene, pornographic, sexually explicit, defamatory, harassing, or otherwise in violation of the law. You may also be held legally liable if your post includes confidential or proprietary information belonging to the CBM/MJCCA and its staff, members, donors, campers/children, or volunteers.

Camp Barney Medintz and the MJCCA reserve the right to monitor and review the use of social media, including but not limited to statements/comments posted on the internet or other types of openly accessible forums. Any violations of this Policy may result in disciplinary action up to and including termination.

IMPORTANCE OF POLICIES

The Personnel Policies suggest very definitive boundaries to which all staff working at Camp Barney Medintz will be held accountable. You have chosen an extraordinary, exciting, rewarding, and meaningful way to spend your summer as a member of the staff at Camp Barney Medintz. It is important to remember that, in so many positive ways, you will have the opportunity to intentionally and inadvertently positively impact the life of a child!

The policies herein will help provide guidelines for our staff and enable our whole community to enjoy an incredible summer camping experience together. Please contact the Camp Barney office should you have questions or desire additional information.

MJCCA Policies

Camp Barney Medintz is the resident overnight camp of the Marcus Jewish Community Center of Atlanta. All Camp Barney Medintz employees are also employees of the Marcus Jewish Community Center of Atlanta (MJCCA) and must abide by all MJCCA policies. These polices are included below.

DRUG AND ALCOHOL-FREE WORKPLACE POLICY

PURPOSE:

The Marcus Jewish Community Center of Atlanta, Inc. (“MJCCA”) is a Drug and Alcohol-Free environment committed to the safety, health and wellbeing of our employees, members, and other individuals in the workplace. The MJCCA has established this policy to ensure that employees and management are provided guidelines for handling the use of drugs, alcohol and other controlled substances in the workplace. As a condition of initial and continued employment, employees are required to adhere to this policy. The Agency encourages employees to voluntarily seek help with drug and alcohol problems.

SCOPE:

This policy applies to all employees of Marcus Jewish Community Center of Atlanta, Inc. as well as to individuals seeking employment by the Agency, independent contractors, members, volunteers, and guests while on the premises. This policy also applies to anyone representing or conducting business for the Agency during working hours as well as Agency events.

POLICY STATEMENT:

Prohibited Behavior:

It is prohibited and a violation of our Drug and Alcohol-Free Workplace Policy for any person covered by this policy to:

Manufacture, sell, distribute, dispense, possess, use, trade, offer for sale, or offer to buy illegal or prescribed drugs or otherwise engage in the illegal use of drugs during working hours.
Be in possession of or report to work with illegal drugs (e.g. marijuana, cocaine, opiates, amphetamines, and phencyclidine) or other intoxicants, including alcoholic beverages, in the employee’s system or possession.
Report to work under the influence of or impaired by drugs and/or alcohol.
Consumption of alcoholic beverages on or off the premises during work hours, with the exception of Company Events (See Company Events).

Legally prescribed drugs are permitted provided the medications are prescribed by an authorized medical practitioner and will not impair the person’s ability to perform his or her job safely and efficiently or present a safety hazard to the individual and/or other persons.

Drug Testing:

To enforce this policy, the Agency may, require as a condition of employment that employees to participate in a physical examination or testing by analysis of breath, blood, saliva, or urine for the presence of alcohol, controlled substances, and/or illegal drugs in the employee’s system. Where permitted by controlling law, the Agency may conduct drug and/or alcohol testing to include but not limited to the following circumstances:

Pre-employment (Applicant) and Re-employment – Upon receiving a conditional offer of employment all applicants and rehires
Reasonable Suspicion and/or For Cause Testing – If the Agency has reasonable suspicion that the employee is under the influence of alcohol, a controlled substance, illegal drugs, or if an employee is observed violating this policy
Employment Status Change – When an employee seeks a transfer or promotion (ie. from seasonal employee to year round employee), or returns from a suspension or a leave of absence.
Post-Accident – When an employee causes, contributes to or is involved in a workplace accident or injury that requires medical treatment by a healthcare provider, results in loss of work time or causes damage to Agency property or equipment.
Post-Rehabilitation – Employees who participate in a drug and/or alcohol rehabilitation program, either voluntarily or as the result of a positive test will be subject to testing as a follow-up to their treatment program where lawful. Testing will be conducted in accordance with controlling federal and state law.

Notification of Convictions:

Any employee who is convicted of a criminal drug violation must notify the Agency in writing within five calendar days of the conviction. The Agency may take appropriate action, up to and including termination.

Company Events:

The consumption of alcoholic beverages at Agency events or functions, on or off the premises, DOES NOT relieve employees from the responsibility of exercising moderation and judgment so as not to present a danger to themselves, other employees, the general public, or the MJCCA’s reputation. If an employee is unable to safely and legally drive his or her vehicle, the employee shall not drive the vehicle and should take steps to ensure that they get home safely from the Agency event or function through use of a carpool, taxi, car service or other mode of safe transportation.

Searches and Inspections: No Expectation of Privacy:

Entering the MJCCA’s property constitutes consent to searches and inspections. If an individual is suspected of violating the Drug and Alcohol-Free Workplace Policy or for other legitimate business reasons, the employee may be asked to submit to a search or inspection at any time as permitted by controlling law. Searches can be conducted of any personal belongings brought onto the MJCCA’s property, including but not limited to lockers, wallets, purses, briefcases, Agency vehicles, and workstations.

Consequences:

One of the goals of our Drug and Alcohol-Free policy is to encourage employees to voluntarily seek help with alcohol or drug problems. However, if an individual violates this Policy, the consequences are serious, including but not limited to immediate dismissal.

Violation of this policy includes:

Test results indicating that the person is under the influence of alcohol or that illegal drugs are present in an employee’s system.
Refusal to cooperate with the Agency in any test, search or investigation, or failure to execute any paperwork or consent forms necessary for examinations or test.
Possession of, distribution of, or consumption of unlawful or abused drugs, unauthorized alcohol, or drug paraphernalia.
Tampering with or adulterating a test sample.
Unlawful conduct on or off duty will result in immediate discharge of current employees or disqualification of an applicant.

Employees who refuse to submit to testing or test positive for alcohol or unlawful drugs may be disqualified from unemployment compensation benefits, and/or workers compensation benefits for a workplace injury. Although the proper use of medication is not prohibited, employees should consult with the employee’s supervisor when he or she is legitimately taking medication which he or she has reason to believe may affect safety or performance. Any prescription medication brought onto Agency property or taken aboard Agency vehicles must be retained in its original container labeled with the names of the employee and the prescribing physician. No employee may take another person’s medication. The law treats the abuse of prescription medication as unlawful drug use. Any employee who believes that this policy has been violated must immediately bring the matter to the attention of his or her supervisor. If the employee feels that he or she cannot talk to his or her supervisor the employee discuss their concerns with the Director of Human Resources. No employee will suffer retaliation from the MJCCA because of a report made in good faith and/or because of his or her assistance during an investigation. Violation of this policy will result in disciplinary action, up to and including immediate termination. Please contact the Director of Human Resources if you have any questions regarding this policy.

ASSISTANCE:

The Agency recognizes that alcohol abuse, drug abuse, and addiction are treatable illnesses. We also realize that early intervention and support improve the success of rehabilitation. To support our employees, the Drug and Alcohol-Free Workplace Policy:

Encourages employees to seek help if they are concerned that they or their family members may have a drug and/or alcohol problem.
Encourages employees to utilize the services of qualified professionals to identify appropriate sources of help.
Provide a list of National Resources:
- Alcoholics Anonymous, alcoholics-anonymous.org
- Cocaine Anonymous, ca.org
- Al-Anon/Alateen Family Group Headquarters, al-anon.alateen.org
- Alcoholics Anonymous World Service, aa.org
- National Clearinghouse for Alcohol and Drug Information, health.org
- National Council on Alcoholism and Drug Dependency, ncadd.org
- National Institute on Drug Abuse, www.drugabuse.gov, www.clubdrugs.org

QUESTIONS:

Questions regarding this policy should be directed to the Director of Human Resources. The Agency reserves the right to modify, amend, supplement or replace this policy at any time, with or without prior notice.

SOCIAL MEDIA NETWORKING POLICY

PURPOSE:

The Marcus Jewish Community Center of Atlanta is committed to ensuring the emotional safety of our employees, members, and campers when using any form of social networking. This Policy outlines general rules and guidelines of appropriate behavior that must be followed to ensure that all staff, donors, members, volunteers, and campers are not negatively impacted by the use of social media.

SCOPE:

This policy applies to all full time, part time, seasonal, temporary employees, and/or interns of the Marcus Jewish Community Center of Atlanta(“MJCCA”).

POLICY STATEMENT:

The MJCCA recognizes that during the course of your employment you will often learn confidential and personal information about the MJCCA or its members through friends or social networking. Some examples of these are Facebook, Twitter, Instagram, Snapchat, Marco Polo, personal websites, blogs, and YouTube. All content included on a staff’s social media profile is a reflection of the MJCCA and should align with the Agency’s policies and expectations, regardless of whether or not the employee identifies as an employee on the social media platform. Employees are also responsible for keeping the emotional and physical safety of our staff, members, or campers in mind when using or discovering personal information through social networking. Please note that this Policy is not meant to prohibit employees from engaging in concerted protected activities which is lawful under Section 7 of the NLRA.

GENERAL RULES AND GUIDELINES:

Everything is Public. Employees should keep in mind that whatever is published on their social media sites is public regardless of privacy settings. The opportunity for followers to take screenshots makes even private accounts – or deleted posts – susceptible to being shared publicly. Parents and members will often search online for staff profiles so be mindful of how your online presence may be perceived. As a MJCCA employee, anything you post on any social networking sites can be read by staff, members, and campers. It is critical to keep in mind that you are an important ambassador of the MJCCA and as such, it is your responsibility to always use good judgement and common sense when using social media. We encourage employees to promote the MJCCA in a positive and inspirational way. In an effort to provide you with general rules and guidelines on how you should participate in social media networking, the following must be adhered to as a condition of employment.

Confidentiality:

It is prohibited to discuss or disclose confidential, work-related matters through the use of social media.
Protect our members, donors, staff, children, and volunteer’s privacy in compliance with applicable Privacy Policies (i.e. HIPAA & PHI), IT Security Policies, and all MJCCA Internal Policies.

Respect:

Never disparage the MJCCA name or official logos. Respect all copyrights and trademarks. Do not use or post trademarks, copyrighted information or logos unless sanctioned or approved by the Marketing Department.
Never discriminate, harass, or comment/post in a derogatory manner about the MJCCA and its staff, donors, members, campers/children, or volunteers of the MJCCA when using social media.
Never use the internet, e-mail, blogs, or any other site as a vehicle for gossip, rumors, or to defame any individual including but not limited to staff, donors, members, campers, participants, or volunteers of the MJCCA.

Responsible:

All communications with campers via e-mail or through instant messaging and texting must be kept “camp appropriate” and at a minimum.
Never publish inappropriate pictures of participants, campers, members, volunteers, or staff on the Internet or send pictures via cell phone, e-mail, text, or instant message unless authorized by management and in accordance with the guidelines set forth in this Policy.
Never allow campers to be your “friend” on internet sites or ask campers to accept you as a “friend” on their social networking sites.
Never add or create a link from my group page, profile or other sites to the official camp website.
Be conscientious when mixing your personal and professional life when social networking. It is strongly recommended and encouraged that Agency social networking should be separate from personal social networking.

Ambassador:

Never allow pictures or video of oneself to be seen on the Internet and/or use the Internet, social media, or e-mail in a way that would be considered unprofessional, lewd, and compromise your ability to be considered a positive role model and representative of the MJCCA.
Never engage in sexually explicit, suggestive, humiliating, or demeaning comments on any communication in your profile, blog, or other internet sites and social media communications.
Remove any material that contains obscenities, profanity, or vulgar language you currently have on the internet.
When in doubt, don’t post. Please do not post anything that you do not want your boss, colleagues, members, campers, volunteers, participants, and parents to know about. What you post on the internet is permanent.

RISK AND RESPONSIBILITY:

You are responsible for what you post and may be personally subject to legal action if your post is threatening, obscene, pornographic, sexually explicit, defamatory, harassing, or otherwise in violation of the law. You may also be held legally liable if your post include confidential or proprietary information belonging to the MJCCA and its staff, members, donors, camper/children, or volunteers.

The MJCCA reserves the right to monitor and review the use of social media, including but not limited to statements/comments posted on the Internet or other types of openly accessible forums. Any violations of this Policy may result to disciplinary action up to and including termination.

SLIP TRIP AND FALL PREVENTION POLICY

PURPOSE:

The Marcus Jewish Community Center of Atlanta, Inc. (“MJCCA”) is committed to keeping our employees safe and healthy. The most important protection against slip, trips and falls is employee training, proper footwear, proper floor cleaning procedures, and awareness of the surroundings.

SCOPE:

This policy applies to various departments with full time and part time employees of the Marcus Jewish Community Center of Atlanta, Inc. (“MJCCA”). This policy also applies to substitute teachers, seasonal employees, and temporary employees.

POLICY STATEMENT:

The MJCCA is committed to keeping our environment safe and healthy for all employees, volunteers, and members. Slips, trips, and falls (STF) are the second leading cause of workplace injury in the United States. They account for approximately 300,000 injuries and more than 1,500 deaths each year. The MJCCA requires employees to adhere to all safety policies and procedures and report any unsafe conditions to security, customer service, and/or their immediate supervisor.

EMPLOYEE REQUIREMENTS:

All employees of the MJCCA are responsible for wearing footwear that is appropriate to their job responsibilities. Employees at the Weinstein School, Kuniansky Family Center, Day Camp, fitness center, support services, security, and sports departments are required to wear footwear that meets the following criteria:

Shoes must be in good condition (i.e. tread) and must be closed-toe
Shoes should be comfortable and provide good ankle support
Shoes should be laced and tightly tied
The soles and heels should be slip-resistant

Stop Slips, Trips and Falls:

Wear shoes with slip-resistant soles to increase friction on walking surfaces
Prevent slips by promptly cleaning up any spills
Keep walkways clear of all obstructions and debris
Hold onto handrails when using stairs and ramps
Use designated walk paths only
Do not stand on chairs, tables, boxes, etc. (use stepladder when needed)
Do not walk through puddles or over ice
Notify support services or front desk if you observe spills on floors

QUESTIONS:

Questions regarding this policy should be directed to Human Resources or Security.
The Agency reserves the right to modify, amend, supplement or replace this policy at any time, with or without prior notice.

WORKPLACE FREE OF HARASSMENT POLICY

PURPOSE:

The Marcus Jewish Community Center of Atlanta, Inc. (“MJCCA”) is committed to maintaining a work environment free of harassment, discrimination and retaliation, and to provide employees with notice of their rights and information regarding steps that the employee must take if they believe there has been a violation of this policy.

SCOPE:

This policy applies to all employees of the MJCCA. This policy also prohibits discrimination and harassment by clients, customers, MJCCA members, vendors, contractors and other non-employees at any MJCCA location or MJCCA event (such as work-related social events, office parties, off-site and member events/programs). Employees are expected to be particularly careful about what they say and do in these circumstances.

POLICY STATEMENT:

As part of its continuing commitment to equal employment opportunity, the MJCCA prohibits any acts of harassment or discrimination on the basis of race; color; ethnic or national origin; age; religion or religious creed (or belief where applicable); sex including pregnancy, childbirth, breastfeeding or related medical conditions; sexual orientation, gender, gender identity, gender expression, transgender status or sexual stereotypes); nationality, immigration status, citizenship, or ancestry; age; physical or mental disability; veteran or service member status; marital status; citizenship status; genetic information; or any other category protected by federal, state or local law. By way of illustration only, and not limitation, such prohibited harassment includes:

racial or ethnic slurs, epithets, any other offensive remarks
offensive jokes, whether written, verbal, or electronic
threats, intimidation, and other menacing behavior
inappropriate verbal, graphic or physical conduct
sending or posting harassing messages, videos, or messages via text, instant messaging, or social media
other harassing conduct based on one or more of the protected categories identified in this policy.

Violation of this policy will result in disciplinary action, up to and including immediate termination. If you have any questions about what constitutes harassing or discriminating behavior, please discuss these questions with the Director of Human Resources.

SEXUAL HARASSMENT:

The MJCCA prohibits sexual harassment. Sexual harassment is a form of unlawful employment discrimination under Title VII of the Civil Rights Act of 1964 and is prohibited under the MJCCA’s anti-harassment policy. According to the Equal Employment Opportunity Commission (“EEOC”), sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to or rejection of such conduct is used as the basis for employment decisions, or such conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment.

NOTE: This policy prohibits inappropriate conduct that may not rise to the level of unlawful harassment under federal or state law. If you violate this policy your employment may be terminated, even if it does not constitute unlawful harassment.

Harassment can take many forms. Although it is not possible to list all types of conduct that could be considered inappropriate under this policy, the following are some examples:

Any derogatory or offensive conduct or language, including jokes, slurs, pranks, epithets or other verbal conduct including ridiculing or demeaning comments, innuendos or veiled threats,
Written or graphic material, including photographs, pictures, drawings, screen savers, or other graphic images, conduct, or communications, including e-mail, text messages, snap chat or other social media platforms, faxes, and copies, that is offensive or disparage or show hostility or aversion toward an individual or group; or displaying or distributing sexually suggestive articles, photographs, cartoons, or objects, whether between the opposite or same sexes.
Unnecessary or unwanted bodily contact such as groping or massaging, blocking normal movement, or physically interfering with the work of another individual
Threats or demands that a person submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment- related benefits in return for sexual favors
Offensive comments about appearance or other personal or physical characteristics such as sexually charged comments or comments on someone’s physical disability.
Any unwelcome sexual advances, requests for sexual favors, or other unwelcome verbal or physical conduct of a sexual nature including, but not limited to, sexually suggestive comments, jokes or gestures, sexually suggestive physical contact. This list of examples is not exhaustive, and there may be other behaviors that constitute unacceptable harassment under the Policy.

BULLYING:

The MJCCA does not tolerate abusive conduct, bullying or other intimidating or aggressive behavior among employees or others covered by this Policy whether or not it is based on a protected category. If an employee is found to be mistreating his or her colleagues, participants, or members, we will take appropriate action to stop behavior.
Any employee who believes that this Policy has been violated by anyone must immediately report their concerns to one of the individuals outlined in this policy.

Your Responsibilities – How to File a Complaint:

The MJCCA cannot resolve a potential policy violation unless it has been brought to our attention. All employees are responsible for reporting possible policy violations so that we can take appropriate actions to address any concerns.

Employees may choose to complain to the person whom they believe is harassing them to stop the conduct from continuing. We emphasize, however, that nobody is required to complain to the person whom they believe is harassing them. To assure employees will not have to do so, we have provided alternative routes for employees to bring concerns to our attention. It is very important that employees report concerns to a person charged with responsibility for receiving these reports and for taking action. If you do not do so, we may not learn about your concerns in a timely fashion. Therefore, any employee who believes he or she is being subjected to unlawful harassment, bullying, or discrimination by a co-worker, manager, supervisor, other individual (whether employed by the MJCCA or not), or who believes that his or her employment is being adversely affected by such conduct, is obligated and directed to report such incidents and any other observations of unlawful harassment or discrimination to such employee’s supervisor and/or the Director of Human Resources. If the employee feels that he or she cannot talk to his or her supervisor, or if the employee is not satisfied after the employee speaks with his or her supervisor, the employee should discuss his or her concerns with the Director of Human Resources. If the employee feels that they cannot talk to the Director of Human Resources or if the employee is not satisfied after the employee speaks with the Director of Human Resources, the employee should contact the Chief Executive Officer. All levels of management are accountable for ensuring compliance with this policy in their respective areas of responsibility. Any supervisor or manager who receives any report concerning harassment, discrimination or retaliation, however insignificant it may seem or how it was received (verbal or written), shall immediately contact the Director of Human Resources.

Our Commitment to an Effective Harassment Policy:

The MJCCA will investigate the report and take prompt, appropriate remedial action. The investigation may include interviewing employees, including the alleged harasser and others who are aware of facts or incidents involved, reviewing relevant documents, and other steps that are appropriate in the circumstances. The confidentiality and privacy of individuals who report harassment, are part of an investigation, or are accused of harassing conduct will be respected to the extent reasonably possible consistent with our investigation. Employees are expected to cooperate fully and honestly with any investigation of possible violations of this policy. Deliberately furnishing inaccurate or misleading information to those investigating will not be tolerated and will be grounds for disciplinary action, up to and including termination for employees and removal from the MJCCA premises or other appropriate relief for non-employees. Once the investigation is completed, a determination will be made regarding the allegations. If it is determined that a violation of our policy has occurred, prompt and appropriate remedial action will be taken including, but not limited to, disciplinary action up to and including termination of employment.

Prohibiting Retaliation:

The MJCCA prohibits retaliation against any individual who, in good faith, reports discrimination or harassment or participates in an investigation of such reports.
The term ‘retaliation’ includes any action subjecting an employee to offensive or objectionable conduct or language, because the employee initiated, participated in or cooperated with a complaint of harassment or discrimination or otherwise refused to comply with a harassing or discriminatory request that would otherwise dissuade the employee from making or supporting the complaint. Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action up to and including termination. It is the obligation of all employees to cooperate fully in the investigation process. In addition, disciplinary action will be taken against any employee(s) who attempt to discourage or prevent any harassment victim from using MJCCA’s complaint procedure or to report harassing conduct or otherwise hinder an investigation. This no-retaliation policy applies whether a good faith complaint of harassment is well founded or ultimately determined to be unfounded. Filing groundless or malicious complaints is an abuse of this policy and will be treated as a violation.
Intentionally False Claims Prohibited: We recognize that intentional or malicious false accusations of misconduct can have a serious effect on innocent men and women. Filing malicious false accusations is an abuse of this policy and individuals making such false accusations of misconduct will be disciplined in accordance with the nature and extent of his or her false accusation, which may include termination of employment.

QUESTIONS:

Questions regarding this policy should be directed to the Director of Human Resources.
The Agency reserves the right to modify, amend, supplement or replace this policy at any time, with or without prior notice.

Background Checks

The following disclosures are also being provided to you separately through the following links:

Disclosure Regarding Background Investigation for Employment Purposes
Other Disclosures Regarding Background Investigation for Employment Purposes

CONSUMER REPORT

The Marcus Jewish Community Center of Atlanta (“MJCCA”) may request from a consumer reporting agency and for employment-related purposes, a “consumer report(s)” (commonly known as “background reports”) containing background information about you in connection with your employment, or application for employment, or engagement for services (including independent contractor or volunteer assignments, as applicable).

The background report(s) may contain information concerning your character, general reputation, personal characteristics, mode of living, or credit standing. The types of background information that may be obtained include, but are not limited to: criminal history; litigation history; motor vehicle record and accident history; social security number verification; address and alias history; credit history; verification of your education, employment and earnings history; professional licensing, credential and certification checks; drug/alcohol testing results and history; military service; and other information.

INVESTIGATIVE CONSUMER REPORT

The Marcus Jewish Community Center of Atlanta (“MJCCA”) may request an investigative consumer report about you from a consumer reporting agency, in connection with your employment, or application for employment, or engagement for services (including independent contractor or volunteer assignments, as applicable). An “investigative consumer report” is a background report that includes information from personal interviews (except in California, where that term includes background reports with or without information obtained from personal interviews), the most common form of which is checking personal or professional references through personal interviews with sources such as your former employers and associates, and other information sources. The investigative consumer report may contain information concerning your character, general reputation, personal characteristics, mode of living, or credit standing. You may request more information about the nature and scope of an investigative consumer report, if any, by contacting the MJCCA.

ONGOING AUTHORIZATION

If the Marcus Jewish Community Center of Atlanta (“MJCCA”) hires you or contracts for your services, the Company may obtain additional consumer reports and investigative consumer reports about you without asking for your authorization again, throughout your employment or your contract period, as allowed by law.

ADDITIONAL STATE LAW NOTICES

The “Additional State Law Notices” for California, Massachusetts, Minnesota, New Jersey, New York, and Washington are being provided separately, as applicable. A California disclosure and summary of your rights under California Civil Code Section 1786.22, and a copy of New York Article 23-A, are being provided to you separately.

SUMMARY OF RIGHTS UNDER THE FAIR CREDIT REPORTING ACT

A summary of your rights under the Fair Credit Reporting Act is being provided to you separately.

SAN FRANCISCO FAIR CHANCE ORDINANCE OFFICIAL NOTICE

A copy of the San Francisco Fair Chance Ordinance Official Notice is being provided to you separately.