URJ Camp George Employment Policies

 

Equal Employment Opportunity

The URJ maintains a policy of equal employment opportunity. The URJ ensures equal opportunity for employees and applicants for employment. The URJ will hire, train, assign, promote, compensate, discipline, lay off, and dismiss employees without regard to race, color, religion, creed, sex, age, sexual orientation, national origin, marital or veteran status, disability, or citizenship, as well as other classifications protected by applicable federal, state, local, or other laws. Understandably, where Jewish knowledge, religious education, and/or being Jewish is necessary for certain positions, such will be required.

The URJ’s equal employment opportunity philosophy applies to all aspects of employment, with the exception as noted above, including recruitment, hiring, training, assignment, transfer, compensation, benefits, promotion, educational assistance, discipline, layoff, termination, and URJ social and recreational activities.

 

Americans with Disabilities Act/Accessibility for Ontarians with Disabilities

The URJ believes in hiring, assigning, and promoting individuals on the basis of qualifications and merit. It is URJ policy that all employment practices, including the consideration of applications, hiring, promotions, layoff, recall from layoff, training, compensation, benefits and other terms, privileges, and conditions of employment, be free from discrimination of any kind, including discrimination on the basis of real or perceived disability.

A qualified individual with a disability who meets the skill, experience, or other requirements of a position that he or she holds or seeks and who can perform the “essential functions” of the position, with or without reasonable accommodation shall be considered equally with other candidates or employees with the same or similar qualifications.

URJ Camp George is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. We are committed to meeting the needs of people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act (AODA).

 

Commitment to Workplace Diversity & Inclusion

As a Jewish organization with a diverse workforce, the URJ is committed to acknowledging the diversity of its employees in ways that enhance the Union and staff’s knowledge and mutual respect for one another.

The URJ seeks to promote respect, inclusion, and understanding among the URJ staff in multiple ways, including:

• • • • Treating all employees with dignity and respect
      • Developing educational and cultural programs, from time to time, designed to build respect for diverse cultural values and differences

Personnel Files

URJ maintains up-to-date personnel files on all employees. It is essential for each employee to ensure it is correct and if necessary, send updated information to the camp business office promptly as well as to maintain the names of persons to contact in case of an emergency. The URJ will utilize this information to implement benefits, if applicable, and to provide information, where necessary, to those who permissibly need to know. An employee can arrange to review his or her own personnel file by contacting the camp business office. Such information would include:

• • • • Home address
      • Home telephone number, fax or e-mail
      • Emergency contact
      • Marital status and number of dependents
      • Military status
      • Medical insurance status

Release of Information

Records and information that the URJ is legally required to furnish will be provided only by the camp office, as necessary. With regard to “reference” checks, the only information that HR will routinely provide to third parties is the employee’s position, date of hire, and current or last position.

 

Discrimination, Harassment, and Offensive Conduct

All decisions affecting employment, promotion, compensation, assignment, and other aspects of the URJ’s work environment shall be made on the basis of qualifications, performance, and other pertinent work-related factors and without discrimination against any person on the basis of race, colour, creed, sex, age, religion (except where it constitutes a bona fide occupational qualification), national origin, disability, marital or veteran status, sexual orientation, or any legally protected status.

The URJ shall not tolerate any harassment of or other offensive conduct toward any individual based upon race, colour, creed, sex, age, religion, national origin, disability, marital or veteran status, sexual orientation, or any legally protected status. Discriminatory harassment and other offensive conduct includes any conduct, whether verbal, visual, or physical, which creates an abusive and hostile work environment and which has the purpose or effect of interfering with an individual’s work performance or development.

This policy applies to all employees and to all volunteers working on behalf of the URJ.

Prohibited Conduct: Preventing harassment and other offensive conduct requires increased awareness by everyone at the URJ of the impact that one’s actions may have on others. In determining whether harassment or other offensive conduct has occurred, it is not a sufficient excuse that the alleged offender “meant no harm” or was “just kidding.” Instead, the standard to be applied is the perspective of a reasonable recipient of the alleged harassing or offensive conduct.

Special attention is given to sexual harassment in this policy. Sexual harassment includes, among other things, unwelcome sexual advances, unwelcome requests for sexual favors, and other unwelcome verbal, physical, or visual conduct of a sexual nature when:

1. 1. 1. 1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment.
         2. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting the person, whether or not such decisions have direct economic consequences.
         3. Such conduct has the purpose or effect, intentionally or unintentionally, of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

Behaviour defined in the policy as sexual harassment may occur between people of the opposite or same gender.

Consensual personal relationships between individuals in the URJ are not prohibited by the policy. Those who engage in such relationships, however, should be aware that questions may later arise regarding the actual freedom of choice of one of the parties, particularly when a superior/subordinate relationship exists between them.

Harassment is not limited to regular business hours on the work site. Instances in which it can occur may include work-related meetings, social events, ceremonies, or other non ­work-related occasions.

Education and Prevention: The URJ firmly believes that prevention is the best tool for the elimination of harassment. Accordingly, the URJ intends to take all necessary steps to prevent harassment from occurring, such as affirmatively raising the subject, expressing strong disapproval, and developing methods to sensitize all concerned.  The URJ will also take reasonable steps to inform volunteers of its opposition to harassment in all forms.

Procedures for Raising Concerns Regarding Harassment and Offensive Conduct: Should there be an instance or complaint of discrimination and/or harassment, individuals should contact the camp director, associate or assistant camp director, human resources director, or the general counsel/Vice President, People & Culture, or any member of the EO Committee for prompt assistance. (For current members of the EO Committee please contact the URJ HR Department). All actions taken in response to requests for review will be undertaken with the maximum possible confidentiality, subject to the requirements inherent in conducting a fair review. Retaliation against any individual for reporting violations of the policy or for participating in the process—whether by the recipient of the allegations or someone else—will not be tolerated and will be subject to strict discipline.  For more information about the EO Committee and a complete copy of the Discrimination, Harassment, and Offensive Conduct policy please contact HR. Camp George has applicable policies, programs and measures in place as outlined by Bill 168 of the Provincial Occupational Health and Safety Act.

 

Drug-Free Workplace

URJ maintains a drug-free workplace in all its offices or facilities and requires drug-free performance of its employees wherever they may be assigned. The implementation of this policy will, of course, be consistent with the Americans with Disabilities Act and other applicable laws. Drugs may not be brought to, used, offered, or sold at any URJ gathering or facility. Employees in violation of this aspect of the policy are subject to immediate termination for gross misconduct. The use of alcohol except in limited circumstances or for ceremonial requirements only is likewise prohibited.

If an employee is at a URJ camp in an apparently impaired condition, that employee will be sent home in such a way as to maximize safe arrival. If a staff member admits to a substance abuse problem prior to such conduct being “discovered” by the URJ, the URJ may suggest and/or permit that he or she seek appropriate treatment.

 

Telephone, Fax, and E-Mail Use

In accordance with the policy of the URJ camp of your employment, and the policy set forth below, the use of telephones, computers and faxes should not interfere with employees’ responsibilities. Personal long-distance calls or other charges for communication services will be charged back to the employee.

The use of computers, e-mail, and the Internet is available to URJ employees on a limited basis. Along with this right to use the Union’s equipment and resources and to obtain and exchange necessary information on the Internet and through e-mail transmission comes the obligation to use the URJ’s equipment and resources reasonably, responsibly, and in a manner that promotes the goals of the URJ and in no way interferes with employees’ performance or functions at the URJ.

Inappropriate use of the URJ’s equipment, programs or accounts may result in termination of the right to use these items and, depending on the circumstances, may also result in discipline, up to and including discharge.

The following are rules that are to be applied consistently and reasonably to any employee using a computer, computer equipment, or computer programs or accounts owned or maintained by the URJ, including use of such items or accounts to access the Internet. When using any Union-owned or maintained computer equipment or resources, an employee should adhere to the following guidelines:

1. 1. 1. 1. Employees should not transmit, publish, display, retrieve, or store any information or material in violation of state/provincial or federal law. This includes but is not limited to actions that would be in violation of federal copyright laws.
         2. Employees should not transmit, publish, display, retrieve, or store any information or material that is obscene, profane, sexually abusive or sexually explicit.
         3. Employees should not transmit, publish, display, retrieve, or store any information that reasonably could be construed to create a hostile or offensive environment for members of a particular sex, religion, race, age group, or ethnic background or for individuals with physical or mental disabilities except as necessary for the employee’s performance or functions for the URJ.
         4. Employees should not engage in conduct reasonably likely to disrupt use of the Internet or use of other URJ computer equipment or resources.
         5. Occasional personal computer use is allowed as long as it does not interfere with employee’s performance or functions for the URJ.
         6. Employees should not engage in conduct reasonably likely to compromise any system security device or security program.
         7. Employees should not install, download, copy, or run any non-URJ approved software, hardware, or programs on the URJ’s computer equipment that might possibly damage the URJ’s computer system.
         8. Deletion of any files or data should not occur without the user’s express consent. Employees should not engage in conduct likely to harm or destroy data or software maintained by another or harm or destroy computer equipment.
         9. While legally the computer and records on the computer are the property of the URJ, employees should respect the privacy of other employees and not access the files of other employees’ computers unless:-Employees have the permission of that other employee
         10. Access to the other employee’s computer or its records are necessary for the employee’s performance or functions for the URJ

Employees should remember that unlike documents that are typewritten or written by hand, any document, e-mail, accessed Web sites, or other communications created with the URJ’s computer system remains in the URJ’s computer system.

If any employee has questions about whether a certain activity is prohibited by the above rules or if the employee believes that an exception to any of the above rules is warranted, the employee should seek advice concerning the issue or request an exception to a specific rule from the URJ’s CIO or his or her designee. Such requests will be responded to in an expeditious and reasonable manner.

 

Solicitation and Distribution

Employees must not solicit other employees or distribute non-URJ literature during employment at URJ camps to the extent that such conduct would interfere with employees’ performance or functions at the URJ. This also includes solicitation and distribution through the use of the telephone, fax, and e-mail.

Non-employees of the URJ and those who are not approved vendors are prohibited from distributing literature of any kind or soliciting employees for any purpose at any time on URJ property.

 

Conflict of Interest

No member of the Board, officer, or employee of the URJ shall, directly or indirectly, have any financial interest in or derive any income from; or be employed by any person, firm, corporation or any other entity doing business with the URJ without full disclosure in writing to and approval from the Board of Trustees. Employees of the URJ must disclose in full in writing to and seek approval from the president of the URJ.

No member of the Board of Trustees, officer, or employee of the URJ shall directly or indirectly accept money, gifts, gratuities or favors of any kind, unusual or excessive entertainment or hospitality, loans, guarantees, or preferential treatment from any person, firm, corporation or any other entity doing business or seeking to do business with the URJ under circumstances from which it can presumably be inferred that the purpose and/or effect of such was to influence.

No member of the Board of Trustees and no officer or employee of the URJ shall knowingly divulge to any person not authorized by the URJ to receive the same confidential information received in the performance of his or her duties, nor use such information for personal profit, nor transmit any knowledge of any confidential decision or confidential information that might be prejudicial to the interest of the URJ to any unauthorized person except in connection with the discharge of his or her organizational responsibilities.

 

Accessibility for Ontarians with Disabilities

URJ Camp George is committed to improving accessibility for individuals with disabilities and complying with the mandatory customer standard addressed in Ontario Regulation 429/07 (“Customer Service Standard”) under the Accessibility for Ontarians with Disabilities Act (“AODA”).

Availability of Documents

You may request a copy of the Company’s Accessibility Policy and Multi Year Accessibility Plan for Individuals with Disabilities or any other document required under the AODA or the Customer Service Standard. To do so, please contact the Camp Director in writing or by telephone at the above-noted address. This Plan is also available on our website.

Accessible Customer Service Policy

APPLICABILITY: All employees, all positions, at the office and camp.

INTENT: This policy is intended to meet the requirements of the Accessibility Standards for Customer Service, Ontario Regulation 429/07 under the Accessibility for Ontarians with Disabilities Act, 2005.

DEFINITIONS:

• • • • Assistive Device – is a technical aid, communication device or other instrument that is used to maintain or improve the functional abilities of people with disabilities. Personal assistive devices are typically devices that customers bring with them such as a wheelchair, walker or a personal oxygen tank that might assist in hearing, seeing, communicating, moving, breathing, remembering and/or reading.
      • Disability – the term disability as defined by Accessibility for Ontarians with Disabilities Act, 2005 and the Ontario Human Rights Code refers to:
        • any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device;
        • a condition of mental impairment or a developmental disability;
        • a learning disability, or dysfunction in one or more of the processes involved in understanding or using symbols or spoken language;
        • a mental disorder; or
        • an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.
      • Guide Dog – is a highly-trained working dog that has been trained at one of the facilities listed in Ontario Regulation 58 under the Blind Persons’ Rights Act, to provide mobility, safety and increased independence for people who are blind.
      • Service Animal – as reflected in Ontario Regulation 429/07, an animal is a service animal for a person with a disability if:
        • it is readily apparent that the animal is used by the person for reasons relating to his or her disability; or
        • if the person provides a letter from a physician or nurse confirming that the person requires the animal for reasons relating to the disability.
      • Service Dog – as reflected in Health Protection and Promotion Act, Ontario Regulation 562 a dog other than a guide dog for the blind is a service dog if:
        • it is readily apparent to an average person that the dog functions as a service dog for a person with a medical disability;
        • or the person who requires the dog can provide on request a letter from a physician or nurse confirming that the person requires a service dog.
      • Support Person – as reflected in Ontario Regulation 429/07, a support person means, in relation to a person with a disability, another person who accompanies him or her in order to help with communication, mobility, personal care, medical needs or access to goods and services.

POLICY:

In accordance with the Accessibility Standards for Customer Service, Ontario Regulation 429/07, this policy addresses the following:

1. Providing Goods and Services to People with Disabilities:

URJ Camp George is committed to ensuring that its policies, practices, and procedures are consistent with the principles of dignity, independence, integration and equal opportunity for all, including those with disabilities.

2. Communications:

All staff of URJ Camp George will communicate with our customers with disabilities in a manner that takes into account their disabilities. Staff will consider how a customer’s disability may affects the way that he or she expresses, receives or processes communications and, where possible, they will ask the customer how to best communicate with him or her.

3. Assistive Devices:

We will ensure that our staff is trained and familiar with various assistive devices that may be used by persons with disabilities while accessing our services. Assistive devices that may be used by individuals with disabilities will be welcome on URJ Camp George’s premises that are open to the public or other third parties.

4. Guide Dogs, Service Animals, and Service Dogs:

We welcome people with disabilities and their service animals. Guide Dogs, Service Animals, and Service Dogs are allowed on the parts of our premises that are open to the public. If there is a need for a person with disabilities (who requires a Guide Dog, Service Animal, or Service Dog) to enter into the kitchen where food is prepared and stored, alternative methods of support will be provided whenever possible.

5. Support Person:

A person with disability who is accompanied by a support person will be allowed to have that person accompany them on our premises. If a support person is required for a camper, and we were able to accommodate that support person (bed space, amount of support, etc.), the family would be charged that support person’s salary (which is determined by age and experience). If a staff person requires a support person they may be required to pay for costs associated with room and board.

6. Notice of Temporary Disruption:

In the event of a planned or unexpected disruption to services or facilities for persons with disabilities at the office or camp, reasonable efforts will be made to provide notice promptly. This notice will include information about the reason for the disruption, its anticipated length of time, and a description of alternative facilities or services, if available. This notice will be placed at the office and camp site.

7. Training for Staff:

URJ Camp George will provide training to employees, volunteers and others who deal with the public or third parties on their behalf during the first week of their orientation, as well as continued training at regular intervals. Revised training will be provided in the event of changes to legislation, procedures and/or practices. A record of training will be kept.

Training will include:

• • • • An overview of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the customer service standard
      • A review of the requirements of the Accessibility Standards for Customer Service, Ontario Regulation 429/07.
      • Instructions on how to interact and communicate with people with various types of disabilities.
      • Instructions on how to interact with people with disabilities who:
        • use assistive devices;
        • require the assistance of a guide dog, service dog or other service animal; or
        • require the use of a support person (including the handling of admission fees).
      • Instructions on how to use equipment or devices that are available at our premises or that we provide that may help people with disabilities.
      • Instructions on what to do if a person with a disability is having difficulty accessing URJ Camp George’s services.
      • URJ Camp George’s policies, procedures and practices pertaining to providing accessible customer service to customers with disabilities

Accessible Employment Policy and Procedure

Overview

URJ Camp George is committed to removing any barriers in employment faced by individuals with disabilities. As such, we provide a working environment which complies with the requirements of the Integrated Accessibility Standards, Ontario Regulation 191/11 for the Employment Standard, and as set out under the Accessibility for Ontarians with Disabilities Act, 2005. It is important to Camp George that all employees with disabilities (including potential employees) find our workplace to be welcoming and supportive. To that end, we have put in place the processes listed below.

Recruitment

Camp George notifies employees and the public about the availability of accommodation for job applicants who have disabilities by including the following statements on our website:

Camp George welcomes and encourages applications from people with disabilities. Reasonable accommodations are available on request for candidates taking part in all aspects of the selection process.

Camp George will also notify all job applicants who are selected for an interview that reasonable accommodations will be provided, upon request.

Hiring and Training

Initial Paperwork – There is some paperwork required upon hire. Individuals with disabilities are advised in our welcome email that, if they require any accommodations in completing the paperwork, a member of our Professional Staff can assist them (e.g., read the form and/or complete it on their behalf).
Staff Training – Individuals are advised, prior to staff orientation, that if they require any accommodations, they should advise a member of the Professional Staff team.

Performance Reviews

Camp George will consider the needs of staff members with disabilities when conducting formal or informal performance reviews and any time a staff member is eligible for a promotion or new role.

Personalized Workplace Emergency Response Information

Camp George provides personalized workplace emergency response information to staff members who may require assistance due to a disability in the case of an emergency, upon request. Any staff members who believe they may require personalized workplace emergency response information should advise their supervisor or the Camp Director.

Accessible Formats and Communication Supports

As part of our general practices, we take a multi-pronged approach when communicating with staff members so that we are taking into account the needs of as many individuals as possible, including:

• • • • Emails – this is our primary method of communicating. Outlook’s “zoom” feature allows you to increase the size of the font. We also use bold and colour to highlight important information.
      • CampInTouch Accounts – Relevant materials regarding Camp George and general staff practises are found in a staff member’s own CampInTouch account. Materials can be made available in various formats (increased font size, read aloud, etc.)
      • Ongoing Training – We provide ongoing training throughout the summer. Staff members with disabilities who require accommodations are able to speak with their supervisor about accessible formats and modules.

Any staff member who requires additional accommodations to access information that they need to perform their jobs or general information that is available to all staff members at Camp George should speak with their supervisor or the Camp Director, who will work with the staff member to ensure this information is available in a manner that considers their disability.

 

Anti-discrimination and Anti-Harassment Policy

 APPLICABILITY: All employees, all positions, all departments at work and at events, activities, programs which may be held off site or after normal business hours.

INTENT: To ensure that all URJ Camp George employees enjoy a productive, professional work environment which is free from discrimination and harassment and which respects and upholds the inherent dignity, worth and rights of each person.

POLICY: URJ Camp George prohibits discrimination and harassment, as per the Ontario Human Rights Code, which is based on race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sexual orientation, gender identity, gender expression, age, record of offences, marital status, family status or disability.

Further, workplace harassment of any sort will not be tolerated. URJ Camp George undertakes to pursue equality, as defined by freedom from adverse discrimination or harassment, either “psychological” or “personal”, and the removal of unreasonable barriers to equal opportunity.

It is unlawful and a violation of URJ Camp George’s policy to retaliate against any employee either for complaining about a violation of this policy, or for cooperating in an investigation of a complaint under this policy.

DEFINITION: Workplace harassment is inappropriate, unwelcome, offensive or demeaning conduct, whether verbal, physical, visual or otherwise, where:

• • • • submission to such conduct is made an explicit or implicit term or condition of employment;
      • submission to or rejection of such conduct is used as a basis for employment decisions; or
      • such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

Examples: Verbal conduct such as racial epithets, comments or slurs, lewd comments, sexual jokes, offensive e-mails or phone calls, unwanted sexual advances or comments, or threats and demands that may demean, ridicule, intimidate, or offend;

Physical conduct such as assault, sexual flirtation, unwelcome touching, advances, or other physical interferences; Visual conduct such as offensive cartoons, pictures, photographs, or gestures, or viewing offensive internet materials; Bullying; and Retaliation for having reported harassment.

Anti-Discrimination and Anti-Harassment Procedure

PROCEDURES: Any employee who believes that he/she has been subjected to any kind of harassment, discrimination, coercion, or intimidation by anyone, whether visitor, volunteer, donor, supplier, delivery-people, managers, former employees, or co-workers, may pursue either of the following two methods to resolve the matter.

Any member of management who learns of or observes conduct which violates, or may be seen to violate this policy, has the responsibility to pursue either of the following two methods, and must inform the Camp Director and/or URJ Human Resources of their actions.

Informal Method – Complaint

Step 1: At the time of the harassment, the employee is to indicate disapproval to the harasser and request that the behaviour cease. If the harassment does not stop, or if the employee is uncomfortable confronting the harasser, step 2 is an option.

Step 2: The employee is to speak to the Camp Director and/or URJ Human Resources about the incident(s). The individual consulted will assist in identifying how best to address the harassment and will assist the employee in taking appropriate action to stop the harassment.  If the harassment continues, or the employee is not satisfied with an informal internal resolution, a formal complaint is the recommended option.

Formal Method – Investigation

All formal complaints of harassment or discrimination will be submitted in writing to a Review Panel comprised of the Camp Director and the URJ Human Resources Department. If any complaint concerns a Camp Director, the Camp Director shall be omitted from the decision-making process. All complaints will be investigated as thoroughly, objectively, confidentially, and promptly as possible by the Review Panel.

If filling out a written Form regarding the harassment is difficult, please have the worker advise of the harassment verbally to any of the above noted parties. The investigation will include interviews with all relevant parties, i.e., the complainant, the respondent, and any individual believed to have information regarding the alleged transgressions. Any employee approached will be required to cooperate in such an investigation. A report of the findings, together with recommendations, will be communicated to the individuals involved. Where the complaint is substantiated, the Review Panel will ensure that appropriate remedial action is taken. Depending on the complexity of the investigation, the Review Panel will endeavour, if possible, to complete the investigation and to oversee the implementation of any required remedial action, within thirty days of the filing of the complaint.

CONSEQUENCES: Following an investigation of a complaint, URJ Camp George will take prompt and appropriate corrective and disciplinary action against anyone who violates this policy.

Appropriate corrective or disciplinary measures may include, but is not limited to the following:

• • • • a formal apology
      • counselling
      • written warning placed in the employee’s personnel file
      • change of work assignment
      • suspension
      • termination

In addition, management may initiate any other action required to provide an effective remedy to the victim or to the overall workplace environment. It should be understood that in addition to any of the procedures and remedies herein set out, harassment in the workplace may be the subject of a complaint under the Ontario Human Rights Code.

 

Workplace Violence Policy

APPLICABILITY: All employees, all positions, all departments at work and at events, activities, programs which may be held off site or after normal business hours.

INTENT: To ensure that all URJ Camp George employees enjoy a safe and healthy work environment, free from violence or the threat of violence.

POLICY: URJ Camp George is committed to the prevention of workplace violence and as such, will take all reasonable precautions to protect employees from experiencing violence and threats of violence in the workplace.

DEFINITION: The Occupational Health and Safety Act of Ontario defines workplace violence as:

• • • • The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker;
      • An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker;
      • A statement or behavior that a worker could reasonably interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.

Examples of workplace violence include, but are not limited to:

• • • • Verbally threatening to attack or harm an employee;
      • Leaving threatening notes, phone messages, or sending threatening e-mails to a workplace;
      • Shaking a fist in an employee’s face;
      • Wielding a weapon at work;
      • Hitting or trying to hit an employee;
      • Throwing an object at an employee;
      • Sexual violence against an employee;
      • Damaging or threatening to damage the property of an employee.

(A situation in which an employee is accidentally hurt is not included)

Violence may occur from multiple sources: visitors, volunteers, donors, suppliers, delivery people, managers, former employees, co-workers, family members or domestic partners.

RISK ASSESSMENT: URJ Camp George has developed a Workplace Violence Program to support this Policy. A comprehensive risk assessment of the workplace has been conducted and hazards which may present a risk of violence have been eliminated.

The working environment shall be assessed by URJ Camp George at least once per year, to ensure that the conditions, environment, and opportunities for workplace violence are minimized. When hazards are identified through the assessment process, measures and procedures to control the identified hazards will be developed and included in any revised edition of URJ Camp George Workplace Violence Policy.

URJ Camp George has consulted with its Health and Safety Committee and Human Resources Committee and the appropriate members of the team have been trained to recognize risks of workplace violence as they arise as mandated by Bill 168.

RESPONSIBILITIES: URJ Camp George management will ensure that this policy and the supporting program are implemented and maintained, and that all employees and managers have the appropriate information and training to protect them from potential violence in the workplace.

Administration:

• • • • To communicate this policy and its procedures to all employees
      • To train staff in the implementation of this policy
      • To conduct a risk assessment to ascertain whether the work environment places, or may place, employees at risk of violence, and reduce risks accordingly
      • To advise the Health and Safety Committee of the results of the risk assessment and provide a copy of such assessment in writing
      • To review the risk assessment annually and more often if the nature or conditions of the work change
      • To take all reasonable and practical measures to minimize or eliminate risks identified through the risk assessment process, workplace inspections, or the occurrence of an incident.
      • To review and evaluate the effectiveness of past actions taken to minimize or eliminate workplace violence
      • To inform employees of potential risk situations
      • To ensure employees understand who to contact regarding concerns about the policy or when to report an incident
      • To investigate all reported incidents promptly and to cooperate with external investigations
      • To provide methods to prevent the recurrence of the violence wherever possible
      • To take all reasonable and practical measures to protect employees who, acting in good faith, report workplace violence or act as witnesses, from reprisal or further violence
      • To ensure proper medical care is available to employees who require it
      • To report and document incidents of workplace violenceHealth & Safety Committee:
      • To review the risk assessment results and provide recommendations to management to reduce or eliminate the risk of violence
      • To recommend corrective measures for the improvement of the health and safety of employees
      • To respond to employee concerns related to workplace violence and communicate these to management
      • To participate in the review of the policy and guidelines for continuous improvement

Employees:

• • • • To comply with this policy by avoiding any behaviour or conduct that could reasonably be interpreted as violent, threatening, or intimidating
      • To report promptly, as per the procedures below, any incident where the employee is subjected to, witnesses, or has knowledge of workplace violence, or has reason to believe that workplace violence may occur
      • To attend training sessions held by URJ Camp George with respect to workplace violence
      • To fully cooperate in all investigations into reported incidents

Workplace Violence Procedure

PROCEDURES: Any employee who has experienced, witnessed or feels he/she may be subjected to violent, threatening, or intimidating behavior from visitors, volunteers, donors, suppliers, delivery people, managers, former employees, co-workers, family members, domestic partners, or other individuals, should proceed as follows:

1. 1. 1. 1. If in immediate danger, call Camp Security and remove yourself, if possible, from the area of risk.
         2. If the incident occurs at a time when Security is not available, call 911 immediately. Telephones are located in the main office, infirmary, main lodge, and kitchen.
         3. Make the behaviour or potential risk known to the Camp Director or another manager.

Steps to Report Workplace Violence:

After immediate summoning of assistance the Camp Director and/or Human Resources will notify the Ministry of Labour (“MOL”) if the incident merits MOL notification.
The Camp Director and/or Human Resources will notify the Safety Worker Representative, if applicable.
Within 48hrs, URJ Camp George will notify the MOL in writing of the violent incident if the incident merits MOL notification;
Within 4 days of the incident URJ Camp George will provide written notice to the MOL upon request; and
If medical attention is needed, URJ Camp George shall provide written notice to its Safety Worker Representative.

Any employee has the right to refuse to work or perform particular work if he/she has reason to believe that workplace violence is likely to place him/her in danger. Any individual who makes substantial threats, exhibits threatening behavior, or engages in violent acts while in the workplace, shall be removed from the premises as quickly as safety permit, and shall not be permitted to return to the workplace during the investigation and until such time as the outcome of the investigation so permits.

Employees are NOT to attempt to remove individuals from the premises without the assistance of either Security, or the Police.

Investigation:

All formal complaints will be submitted in writing to the Camp Director and/or URJ Human Resources. All complaints will be investigated by the Camp Director and/or URJ Human Resources. Assistance may be requested from other parties as deemed necessary (i.e. Camp Director, URJ Human Resources Department, etc.).

The investigation will include interviews with all relevant parties, i.e., the complainant, the respondent, and any individual believed to have information regarding the alleged transgressions. Any employee approached will be required to cooperate in such an investigation. Any documentation or reports relevant to the incident may be requested.

A report of the findings, together with recommendations, will be communicated to the individuals involved, to the Camp Director and the URJ Human Resources Department. Where the complaint is substantiated, the Camp Director  will ensure that appropriate remedial action is taken. The Camp Director and/or Human Resources will endeavour to complete the investigation and to oversee the implementation of any required remedial action, within thirty days of the filing of the complaint.

CONSEQUENCES: Following an investigation of a complaint, URJ Camp George will take prompt and appropriate corrective and disciplinary action against anyone who violates this policy. Appropriate corrective or disciplinary measures may include, but is not limited, to the following:

• • • • a formal apology
      • counseling
      • written warning placed in the employee’s personnel file
      • change of work assignment
      • suspension
      • termination

The administration considers allegations of violence as very serious. Therefore, should an investigation reveal that allegations have been made in bad faith; disciplinary action will be taken against the complainant.

Notwithstanding the above paragraph, it is unlawful and a violation of URJ Camp George’s policy to retaliate against any employee either for complaining about a violation of this policy, or for cooperating in an investigation of a complaint under this policy.

CONFIDENTIALITY: All concerns raised, issues brought forward, or complaints investigated, will be handled fairly, discreetly and with respect to the appropriate needs for privacy and confidentiality.

 

Health and Safety Policy

Management of URJ Camp George is vitally interested in the health and safety of its employees. Protection of employees from injury or occupational disease is a major continuing objective. URJ Camp George will make every effort to provide a safe, healthy work environment, free of violence, harassment and discrimination. All supervisors and employees must be dedicated to the continuing objective of reducing risk of injury.

URJ Camp George as the employer is ultimately responsible for employee health and safety.

Head staff are responsible for the Health and Safety of any staff they supervise. Head staff must ensure that general staff members employ safe practices at all times in their actions, any equipment they may be using, and in their clothing (hats, closed toed shoes, lifejackets, etc.). Head staff are provided with Workplace Safety Training for Supervisors.

Every worker also has the responsibility to protect his or her own health and safety by working in compliance with the law and with safe work practices and procedures established by the Camp.

It is in the best interest of all parties to consider health and safety in every activity. Commitment to health and safety must form an integral part of this organization.

Health and Safety Program
We have developed health and safety programs to address the following potential hazards encountered in our particular workplace.

1. 1. 1. 1. Camper Tracking:

The wellbeing of campers is tracked in a multitude of ways:

Counselors have frequent meetings with supervisors. Supervisors report any findings of these meetings to the Associate Director.
Counselors complete a daily bunk log that is submitted to the Associate Director indicating any camper issues.
Regularly throughout the summer, bunk staff complete a Sociogram chart identifying concerns and issues in the cabin. This is completed in collaboration with the Unit Head and Camper Care team.
The Director and Associate Director have frequent meetings with the Camper Care team and review all campers in camp.
Sun Safety and Hydration:

Staff are trained in sun safety. Sunscreen stations as well as water stations are placed throughout camp. Staff must ensure that sunscreen is applied before leaving the cabin and reapplied throughout the day. Campers and staff must wear hats while outside.

2. Camper Allergies

Staff are informed of camper allergies prior to camper arrival. Staff are trained in the safe use of epipens. All campers who require an epipen must carry their epipen with them at all times. Additional epipens are placed in first aid locations around camp. Campers with specific allergies are managed by the Food, Facility, Logistics Director at each meal. If needed, alternate food is provided for them. URJ Camp George is a nut-sensitive facility.

3. First-aid and rescue procedures

All staff are trained and certified in First Aid/CPR. First Aid kids are located in each specialty area around camp as well as in the infirmary. Medical staff are always available by walkie talkie. Staff are instructed on how to be first responders and how to access the medical team during an emergency.

4. A formal means of communication to address promptly the concerns of workers

Staff who have a health and safety concern may report their concerns to a supervisor, or the Camp Director, at any time. Staff are asked to complete a written incident report which is logged and filed. Any concerns may be dealt with by the Camp Director in consultation with the URJ Human Resources Department who will review the concerns and conduct an investigation, when appropriate.

5. Maintenance and repairs of camp equipment

Camp equipment is inspected prior to each season by the specialty staff and Specialty Director. Some areas require daily inspection (as mandated by the Ontario Camp Association Standards) and daily logging. Unsafe equipment is taken out of commission until repaired or replaced.

6. Personal Protective Equipment

Personal protective equipment is used in areas such as biking, ropes, hockey, boating. This includes helmets, goggles, lifejackets, etc. This equipment is inspected prior to the season and in some cases, inspected on a daily basis. Maintenance procedures are in place (i.e., hanging lifejackets to dry, keeping Ropes off the ground, etc.). Unsafe equipment is taken out of commission until repaired or replaced.

7. Emergency procedures

The Camp maintains an emergency procedure for both land and water emergencies. These protocols outline the responsibility of each staff member during such emergency. A full emergency procedures document is distributed to staff and available upon request.

8. Fire prevention

The camp has written procedures for handling a fire emergency. Working hard wired smoke detectors are in place in each building on camp. Working fire extinguishers are in place in each building on camp. A full fire prevention procedures document is distributed to staff and available upon request.

9. Privacy Policy

URJ Camp George is committed to protecting the privacy and confidentiality of the personal information collected from our campers, camper parents, staff, alumni, prospective family members and interested community members. Our Privacy Policy includes:

10. Information Collection:

Personal information is collected in order to meet the needs of our programs. We collect data in our application forms, on our website, and through our fundraising efforts. Information may include:
Camper/Staff and Family Personal Information, such as address, phone numbers, e-mail addresses, and birth date
Camper/Staff Immunization, Health, and Personal History data
Emergency Contact information
Banking or credit card information
All data, including personal and medical information is collected with your full consent. Your signature on all forms acknowledges your consent to the collection and use of this information for purposes reasonably connected to the goods, services or employment provided by the Camp.

11. Security and Use:

Information gathered on forms, telephone conversations, or from our website is stored in our files which are secured in our locked offices and processed in a secure database with access controls. All electronic information is protected by use of confidential passwords.
Your information will only be shared with those who need the specific data, including medical personnel at camp.
Information is not sold or rented to third parties. Information forwarded is only done with your permission.
Your information is retained so that we can communication with you in the future.
We retain paper and related information required by government legislation for 7-20 years, as legislated.

12.Contact Information:

If you have any questions regarding our Privacy Policy, please contact Jeff Rose, Camp Director.
We will assume that you understand that we can collect, use, disclose as necessary and store information as set out in our Privacy Policy. Any changes to our policy will be made available on our website.

 

Privacy Policy

URJ Camp George is committed to protecting the privacy and confidentiality of the personal information collected from our campers, camper parents, staff, alumni, prospective family members and interested community members. Our Privacy Policy includes:

Information Collection:

• • • • Personal information is collected in order to meet the needs of our programs. We collect data in our application forms, on our website, and through our fundraising efforts. Information may include:
      • Camper/Staff and Family Personal Information, such as address, phone numbers, e-mail addresses, and birth date
      • Camper/Staff Immunization, Health, and Personal History data
      • Emergency Contact information
      • Banking or credit card information
      • All data, including personal and medical information is collected with your full consent. Your signature on all forms acknowledges your consent to the collection and use of this information for purposes reasonably connected to the goods, services or employment provided by the Camp.

Security and Use:

• • • • Information gathered on forms, telephone conversations, or from our website is stored in our files which are secured in our locked offices and processed in a secure database with access controls. All electronic information is protected by use of confidential passwords.
      • Your information will only be shared with those who need the specific data, including medical personnel at camp.
      • Information is not sold or rented to third parties. Information forwarded is only done with your permission.
      • Your information is retained so that we can communication with you in the future.
      • We retain paper and related information required by government legislation for 7-20 years, as legislated.

Contact Information:

• • • • If you have any questions regarding our Privacy Policy, please contact Jeff Rose, Camp Director.
      • We will assume that you understand that we can collect, use, disclose as necessary and store information as set out in our Privacy Policy. Any changes to our policy will be made available on our website.