TABALE OF CONTENTS
1. Seasonal and Volunteer Staff Handbook
Introduction 2
Mission and Philosophy . . 2
2. Seasonal Employment .. 3
4. Job Classifications . . 3
5. Staff Communications . .. 5
Staff Meetings 5
Internal Communications . 5
6. Personal Practices.............................................. . . 5
Introduction... 5
Nature of Employment . 5
Equal Employment Opportunity .. 6
Pre-employment Requirement . 6
Application for Employment .. 6
Seasonal & Volunteer Staff Handbook . 6
Health, 1-9, Driving Record & License . 6
Criminal Records Check . .. 6
Offer of Employment . . 7
Start & End Dates .. 7
7. Orientation & Department Training .. 7
8. Compensation & Scheduling . 7
Wages . 7
Room & Board 7
Workers Compensation Insurance 8
Program Participation. ... .. 8
Pay Days 8
Work Schedules .. 8
Time Card Procedures 9
Performance Review & Evaluation 9
Resignation . 9
Grievance Process . 10
9. Health & Safety .. 10
Health Services.. 10
Health & Safety Standards . 10
Safety Policy Statement . 10
Safety Equipment 11
Safety Committee 11
Communicable Diseases 11
Universal Precautions 11
Hepatitis B . . 11
Life Threatening Illnesses in the Work Place . 12
Confidentiality 12
Discrimination & Unlawful Harassment .. 12
Drug Testing .. 12
10. International Staff . 13
Agreement.. .. 13
Extended Agreement 13
Time Cards . 13
Speaking English . . 13
Medical Insurance .. 13
Termination . . 13
11. Other . 13
Outside Employment 13
Access to Personnel Files . 14
Office Use, Phone Use & Postage .. 14
13. Rules of the Center .. 14
Introduction 14
Drug & Alcohol Use .. 14
Appearance & Demeanor .. 15
Smoking . . 15
Pets ..... 16
Weapons, Fireworks, Flammables, Outdoor Fire . 16
12. Residence Life . . 16
Introduction 16
Volunteer Service Opportunities 16
Staff Worship . 16
Use of Facilities . . 16
E-Mail . 17
Computer Use 17
Staff Housing . . 17
Staff Housing Policies 18
Staff House and Winni Nest 18
Staff Guests . 18
Meals . . 19
Check in & Out Policies . 19
Shared Responsibility 20
13. Conduct and Discipline .. 20
Introduction 20
Disciplinary Action . 21
Grievance Process 21
14. Use of Equipment & Vehicles 21
General Use .. 21
Restrictions on use of GPC Equipment & Vehicles 22
Seasonal & Volunteer Staff Vehicles .. 22
15. Emergency Procedures.................................... 22
Introduction . 22
Accident or Injury 23
Illness (Severe) 23
Lost Person .. 23
Fire 23
Waterfront 24
Mental Illness . . 24
Outside Geneva Point Area . 24
Post Emergency Processes . 25
Notes . 25
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GENEVA POINT CENTER
SEASONAL AND VOLUNTEER STAFF HANDBOOK
1. INTRODUCTION
The Seasonal and Volunteer Staff Handbook is presented to provide you, the Centers seasonal and volunteer staff, with information you will need prior to agreeing to serve at Geneva Point Center. This time is a good investment on your part since it provides a wealth of information you will need to effectively serve at the Center. Additionally, it outlines the obligations you assume by becoming a member of the Center Family. Every effort has been made to include in this book information on all key policies, which normally affect volunteers and seasonal employees. If anything is unclear, or if you have any questions, be sure to discuss them with your supervisor, or Operations Director, or the Executive Director.
The Seasonal Staff and Volunteer Handbook has been published to give you a greater appreciation for Geneva Point center, our mission, our expectations for you as a member of the Center Family, and the policies and procedures we follow. This publication was prepared after careful consideration of our past experiences; it is based on the expectations Geneva Point Center Board of Directors; and it incorporates the vision of future plans for Geneva Point Center. It is your responsibility as a seasonal staff member to know, understand, and be accountable for all of the contents of t his document.
As a member of the Center Family, you are joining a ministry committed to providing quality and wholesome service to the many guests who come to Geneva Point to participate in spiritual, educational, and recreational programs. We expect that you have the character and willingness to embrace our ministry of hospitality and service. You are an essential ingredient to the success of the mission and ministry of Geneva Point Center. It is your responsibility as a seasonal staff member to know, understand, and be accountable for all of the contents of t his document.
2. SEASONAL EMPLOYMENT
This handbook is published or the temporary and seasonal employees as well as international Cultural Exchange students and volunteers. For the purposes of this manual, we will refer to these categories as seasonal staff of employees.
Temporary and seasonal employees are those who are hired to temporarily or seasonally supplement the work force, as interim, replacements, or to assist in the completion of a particular project. Employment assignments in this category are of a limited duration.
In order to have sufficient staff available at all times, Geneva Point Center provides housing for some seasonal staff to reside at the Center. Some seasonal staff may also commute if other housing is available to them and it does not impact the effective operation of the Center.
More specifics on employment are provided in other sections of this Handbook.
4. JOB CLASSIFICATIONS
The following is a brief job description.
4.1 FOOD SERVICES
When working in this area, you are responsible to the Food Services Director or the Chef. Responsibilities include: Assisting in the preparation of food for cooking and help with service during meals, maintaining staff buffet line and staff dining area and in the preparation of snacks, bag lunches, coffee hours, etc., assisting with receiving, and distribution and storing of supplies, helping with dishwashing as assigned, as well as keeping the kitchen and working area clean. ALL staff working in the food preparation MUST wear a hair net, or hat, and vinyl gloves must be worn at all times.
4.2 DINING ROOM(S)
Geneva Point has two dining rooms: Lakeside and Fireside. When working in this area, you are responsible to the Food Service Director, Dining Room Supervisor or Assistant. You must present a cheerful; courteous and thoughtful attitude to those you serve, making them comfortable. You must arrive in ample time before your assigned meal dressed appropriately; Geneva Point staff shirts and clean pants or skirt at breakfast and lunch and a white shirt and dark slacks or skirt at dinner. Shorts and jeans are not considered appropriate dress for dining room staff. Staff assigned to the dining room should plan to have the approved attire mentioned above when you arrive at Geneva Point.
Other responsibilities include: cleaning and setting dining and buffet tables for each meal, helping to maintain hot/cold food buffet line and transporting food from the kitchen, keeping areas around the table clean and neat, keeping salt and pepper shakers, sugar bowl, etc. filled, keeping dining room stairs, windows and windows areas clean, keeping storage areas clean and orderly, assisting with the decoration of dining rooms and tables as well as with outdoor meals, coffee hours, snack service, etc. When the dining room is busy, be prepared to call tables to the buffet line. If a problem arises with a guest, immediately refer to the Supervisor on duty. Work as an alert, cooperative member of a total dining room team.
4.4 BUILDINGS & GROUNDS
When working in this area, you are responsible to the B&G Supervisor or Assistant. Responsibilities include: Keeping all buildings, furnishings, outdoor equipment, and plumbing in good repair, assisting with maintenance and repair of all Center vehicles, keeping grounds mowed and trimmed, responding to maintenance needs and requests with dispatch, such as setting up furniture and equipment, gathering and deposing of trash daily, cleaning of meeting areas that are not the responsibility of the Housekeeping Department; i.e., Inn porches, barn, keeping fireplace areas stocked with wood and setting and starting fires as requested, turning on and off the grounds lights, where not automatic, during colder weather checking and adjusting thermostats in housing before and after each use, delivering firewood, chairs, tables, roll-a-ways, etc. to their designated locations.
4.5 HOUSEKEEPING
When working in this area, you are responsible to the Housekeeping Supervisor or Assistant. Responsibilities include: Keeping sleeping, bath, lounge, meeting and office areas clean. In living areas responsibilities include: stripping and putting clean linens on beds, leaving clean towels, wash cloths, bath mats, cups and soap in designated accommodations on change day; emptying waste baskets, replacing soap and paper products, dusting furniture, checking light bulbs, cleaning floors and toilets, wash bowls, mirrors and showers, changing towels, wash cloths and bath mats as directed, checking curtains, and washing windows as needed. In office and meeting areas responsibilities include: keeping furniture dusted, floors clean, waste baskets and butt cans emptied, windows washed as needed and bathrooms cleaned and sanitized.
4.6 WATERFRONT (certification required)
When working in this area, you are responsible to the Waterfront Director or designee, supervising swimming, boating, and safety on all beaches. Responsibilities include: maintaining beaches, the boat house, rafts, the boat area, the Council ring, and trails leading to and from the waterfront, maintaining, upkeep, and signing out of beach equipment, boats and canoes, assuring that a waiver has been signed by guests or staff using their own boats, keeping the tennis courts and volley ball area prepared for use daily, building campfires and other assigned duties. You must have a current valid Red Cross (or equivalent) Lifeguard Training certification. A current Water Safety Instructor Certification is a plus. Two-piece bathing suits are not permitted for women waterfront staff while on duty. Men must wear boxer type swim trunks while on duty.
4.7 ADMINISTRATION
You are responsible to the Operations Director or the Executive Director. Responsibilities include: assisting with mailings, staffing the office during specified hours, answering the telephone, booking and registering guests, notifying appropriate supervisor of problems, etc.; helping the Program Coordinator setting up meeting rooms with easels, TVs, VCRs, microphones, etc.
Please Note:
A foot note to job descriptions: you may have been hired for a particular job but due to scheduling of a group it may be necessary to assign other duties.
5.1 STAFF MEETINGS
Each week, there is a mandatory meeting of the entire staff, usually held in the staff dining room. The purpose of this meeting is to keep the staff informed of the groups that we will be hosting and their needs, to answer any questions that may arise, and to discuss other areas of Center life. The meetings are generally brief, but very important.
Attendance will be taken at each meeting and you must be on time. Absenteeism is excusable only with the expressed permission of your supervisor or if it is your scheduled day off. If you are unable to attend the meeting for whatever reason, you remain responsible for knowing and understanding all that was communicated at the meeting.
5.2 INTERNAL COMMUNICATION
In the staff dining room is a white board and a bulletin board. Important internal communications are posted at this location, such as announcements, schedules, and schedule changes, etc. You are responsible for knowing what is on this board at all times.
6 PERSONNEL PRACTICES
6.6 INTRODUCTION
This section outlines pertinent employment practices and procedures at Geneva Point Center. The Center is committed to providing a work environment that protects the legal rights of both the employee and the employer, as well as practices that enhance the ability of Geneva Point to perform its ministry as successfully as possible. In many cases we ask certain information of you to fulfill federal or state requirements and in some cases to satisfy such entities as the American Camping Association.
Our general expectations of you as a staff member at Geneva Point Center are that you will arrive fit to work hard at least 8 to 10 hours (volunteers 5 to 6 hours) per day, 5 to 6 days per week. The minimum hours worked each day is 8 hours (not counting meal breaks) unless approved by your supervisor. We also expect you to be generally available and willing to assist as needed.
Please read the rest of this section very carefully as, in many cases, you may be required to take some form of action to satisfy staff obligations.
6.7 NATURE OF EMPLOYMENT
Employment with Geneva Point Center is voluntarily entered into, and the employee is free to resign at will at any time, with or without cause. Similarly, Geneva Point may terminate the employment relationship at will at any time, with or without cause.
Policies set forth in this handbook are not intended to create a contract, nor are they to be construed to constitute contractual obligations of any kind or a contract of employment between Geneva Point and any of its employees. The provisions of this handbook may be amended or canceled at any time at the sole discretion of the management of Geneva Point. You will, of course, be apprised of any changes in policy that affect you.
6.8 EQUAL EMPLOYMENT OPPORTUNITY
In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Geneva Point are based on merit, qualifications, abilities, and availability. Except where required by law or permitted by law, employment practices will not be influenced or affected by an applicants or employees race, color, religion, sex, national origin, age, disability, or any other characteristic protected by law.
Geneva Point will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.
Any employees with questions or concerns about any type of discrimination in the work place are encouraged to bring these issues to the attention of their immediate supervisor or the Executive Director. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.
6.9 PRE-EMPLOYMENT REQUIREMENTS
The following sections discuss documentation, which Geneva Point must have on file prior to being confirmed for seasonal employment. Geneva Point Center strives to thoroughly research the appropriateness of all applicants and, by law, must have certain information about each employee on file. Such diligence is as much for your own protection, and that of your fellow employees, as it is for the Centers protection.
6.10 APPLICATION FOR EMPLOYMENT
If you are reading this document, it is assumed that you have already submitted, or will soon submit an application for employment or volunteer service. Geneva Point Center will thoroughly review the information provided and may seek from you additional information. As a matter of course, we check references as well as previous employers unless instructed otherwise.
6.11 SEASONAL & VOLUNTEER STAFF HANDBOOK
Prior to being accepted for seasonal employment or volunteer service at Geneva Point Center, you will have received from us various information and forms, including this Seasonal and Volunteer Staff Handbook. It is extremely important for you to completely read and understand this document and be prepared to embrace its contents.
6.12 HEALTH FORM, 1-9, DRIVERS LICENSE, DRIVING RECORDS AND EMPLOYEE PROFILE
These forms must be completed and on file at Geneva Point. A copy of your drivers license may be required to complete the 1-9. If not, Geneva Point will still need a copy of your drivers license if you intend to use any vehicle, including your own, on Geneva Point property or for the purposes of driving Geneva Point vehicles. It is also necessary for anyone driving ANY vehicle on Geneva point property to supply Geneva Point a copy of his or her driving record. Check with your local police or insurance company on the procedure for obtaining this record from your particular state.
For those using Geneva Point vehicles, your drivers license information is periodically provided to the Centers insurance carrier, which may run a check of your driving record.
6.13 CRIMINAL RECORDS CHECK
Recent events at camps around the country have led to potential liabilities for employers who hire an employee that is potentially a risk to other members of organization or guests. Thus, for everyones protection, Geneva Point Center reserves the right to obtain a criminal records check on applicants and employees.
6.14 OFFER OF EMPLOYMENT
When all of the aforementioned pre-employment requirements have been satisfied and a decision has been made with regard to your employment at Geneva Point, we will send you an Offer of Employment. Our receipt of a signed copy from you, along with all other forms, will secure your start of employment at Geneva Point Center.
6.15 START & END DATES
As part of your Offer of Employment, you will be agreeing to work a term according to planned start and end dates. Please do not be careless in stating these dates. Were the dates that you put on your application for employment accurate? It is very important to our planning and the smooth operation of Geneva Point that we be able to have confidence in your availability. Each person offered employment is selected based on various criteria. The start and end dates you put on your application are important to the selection process.
As a matter of course, Geneva Point will assign a start date based on your availability as indicated on your application and Geneva Points scheduled orientation dates. It is most productive to have groups of employees starting at the same time. The end date is more flexible, but the later you can stay into our season, which runs well into October, the stronger is your application.
7 ORIENTATION & DEPARTMENT TRAINING
As mentioned earlier, Geneva Point will designate employment start dates. One reason for this is to accommodate effective orientation sessions. All employees, new or old, are required to attend orientation. This is an opportunity to get to know each other, review expectations, provide detail on some operational procedures, discuss important policies and procedures and to ask questions. You will also get to know the grounds.
Most employees will also take part in departmental training. During this time you will be trained in the various jobs you may be assigned to during your time at Geneva Point.
Those living on site will be asked to arrive by 4:00 pm of the day preceding the start date (orientation day). This will allow you to settle in to your assigned housing, to get to know a few people prior to orientation and work, and to get a good nights sleep.
8 COMPENSATION and SCHEDULING
8.6 WAGES
Geneva Point Center pays most of its seasonal employees (except volunteers, international staff, and a few salaried employees) a set hourly wage depending on qualifications, past performance, longevity, and/or other factors.
8.7 ROOM & BOARD
Geneva Point offers room & board to a number of its Seasonal Staff. Because of the nature of the Geneva Point operation, many of the staff at Geneva Point reside on site and eat all of their meals at the Center. A detailed discussion of Resident Life is covered in a later section.
For those who do not live on site, when the food service is operation, Geneva Point will provide meals only during scheduled work hours unless otherwise arranged with your supervisor.
8.8 WORKERS COMPENSATION INSURANCE
Geneva Point Center provides a comprehensive Workers Compensation insurance program at no cost to the employees. This program covers injury or illness sustained in the course of employment (on the job) that requires medical, surgical or hospital treatment. Subject to applicable legal requirements, workers compensation insurance provides benefits after a short waiting period, or, if the employee is hospitalized, immediately.
Employees who sustain work-related injuries or illnesses should inform their supervisor immediately. No matter how minor an on-the-job injury may appear, it is important to be reported immediately. This will enable an eligible employee to qualify for coverage as quickly as possible. The Geneva Point Nurse or Office Staff will assist you in getting a referral to an authorized care provider.
Neither Geneva Point Center, nor the insurance carrier, will be liable for the payment of workers compensation benefits for injuries that occur during an employees voluntary participation in any off-duty recreational, social, or athletic activity sponsored by Geneva Point.
8.9 PROGRAM PARTICIPATION
Group programs are sometimes open to staff. See the office for more information.
Participation by staff in individual program sessions and worship services is also encouraged. The Program Staff is responsible for informing staff of particular opportunities.
There will also be opportunities for the staff to share programs with guests. They may take the form of a staff choir, dramas, or other forms of educational and entertainment.
8.10 PAYDAYS
Paydays are every other week on Friday. List of pay dates will be posted in the staff dining room.
8.11 WORK SCHEDULES
The workweek always starts on a Saturday and ends on a Friday and daily work schedules for employees vary throughout the organization. A general schedule indicating staff days off and departments to be worked each day is posted in the staff dining room as soon as possible each week. The schedule covers the period form the next Saturday through the following Friday. The schedule is subject to change and should be checked daily.
Supervisors will advise employees of their individual detailed work schedules. Staffing needs and operational demands may necessitate variations in starting and ending times, as well as variations in the total hours that may be scheduled each day and week.
Schedules are made at the sole discretion of the Executive Director or his designate. Schedule requests for specific days off must be submitted one week prior to the posting of the schedule. There is no obligation on the part of management to honor a specific request, as the needs of the Center will dictate scheduling. However, every attempt is made to accommodate such requests.
After the schedule is posted any request for schedule changes must be made to the Executive Director or his designate. All changes much be approved by the Executive Director or his designate. Once the change has been arranged it must be posted on the master schedules in the office and the staff dining area. No other person is authorized to make changes. All full time seasonal staff should expect to work 8-10 hours a day 5-6 days a week. .
8.12 TIME CARD PROCEDURES
Accurately recording time worked is the responsibility of every non-exempt employee. Federal and state laws require Geneva Point to keep an accurate record of time worked in order to calculate employee pay and benefits. Time worked is all the time actually spent in the job performing assigned duties within scheduled hours. It does not include meal breaks.
Non-exempt employees should accurately record the time they begin and end their work, as well as beginning and ending time of each meal period. They should also record the beginning and ending time of any split shift of departure from work for personal reasons. Additional work beyond scheduled hours must always be approved before it is performed.
Altering, falsifying, tampering with time cards, or recording time on another employees time card may result in disciplinary action, up to and including termination of employment.
It is the employees responsibility to sign his or her time record to certify the accuracy of all time recorded. It is also the responsibility of the employee to submit the time card to the shift supervisor for approval at the end of each shift worked. At the end of the pay period, the employee must total the time card and have it signed by the designated home supervisor before it is submitted to the office for payroll processing.
Each staff member will be assigned a home supervisor at the beginning of employment.
Approved time cards are due in the office by noon on Saturday.
8.13 PERFORMANCE REVIEW & EVALUATION
Geneva Point Center feels that it is important to provide feedback to employees regarding their performance and employment status. Most feedback will be verbal and originate from supervisors on a day-to-day basis.
If, at some other time during the course of the season an employee wishes to be appraised of their performance, they may ask for a verbal evaluation from either their supervisor or the Executive Director. Management will endeavor to schedule this meeting as soon as it is practical.
All employees will receive an evaluation of their performance mid-season.
8.14 RESIGNATION
Resignation is a voluntary act initiated by the employee to terminate employment with Geneva Point Center. Although advance notice is not required, Geneva Point requests at least two weeks written notice of resignation from seasonal employees.
Prior to an employees departure, an exit interview with the Executive Director of his designate will be scheduled to discuss the reasons for resignation and the effect of the resignation on compensation.
If any employee does not provide advance notice as requested, the employee may be considered ineligible for rehire.
8.15 GRIEVANCE PROCESS
The employees direct supervisor handles most grievances. If the employee feels it would be inappropriate to direct a grievance to their supervisor, they may bring the issue before the Executive Director.
All grievance issues will be dealt with in a timely manner with an appropriate level of confidentiality.
Serious issues will be communicated by the Executive Director to the Personnel Committee of the Board of Directors.
9 HEALTH & SAFETY
Health and safety for guests, participants and staff is a primary concern of Geneva Point Center. For this reason, the Center maintains the health services faculties and policies outlined below.
9.6 HEALTH SERVICES
Located in Malden Cottage, the Health Center is staffed by trained medical personnel throughout much of the summer. This service is available at no cost to staff for routine medical attention or emergencies.
Other than Workers Compensation Insurance, the Center does not provide health or accident insurance for its seasonal staff. Therefore, it is important that each staff member bring their medical records and insurance card to the event that they may need to go to a local clinic or hospital. Geneva Point will assist the staff member in securing the appropriate care or medical attention in the area.
Seasonal staff residing at the Center may arrange to have the Center Nurse administer required medications such as allergy shots, etc. at no charge. A signed order from the prescribing physician must be on file at the Center in order to have the Nurse administer the medication. Please call the Executive Director or the Nurse if you have any questions about this service.
9.7 HEALTH & SAFETY STANDARDS
Geneva Point Center is an American Camping Association (ACA) Accredited Camp. Accreditation requires the Center to adhere to numerous standards, many of which are related to heath and safety. Geneva Point is also licensed by the State of New Hampshire and inspected each year, which includes a review of the Health Center, food services facilities and the waterfront, as well as the quality of our drinking water and sanitation.
Each employee is expected to obey safety rules and to exercise action in all work activities. Employees must immediately report any unsafe condition to the appropriate supervisor. Employees who violate safety standards, who cause hazardous or dangerous situations, or who fail to report or, where appropriate, remedy such situations, may be subject to disciplinary action. Your cooperation in detecting hazards, reporting dangerous conditions and controlling work place hazards is a condition of employment. Inform your supervisor immediately of any situation beyond your ability or authority to correct. Employees and volunteers will not be disciplined or suffer any retaliation for reporting a safety violation in good faith.
In case of accidents that result in injury, regardless of how insignificant the injury may appear, employees should immediately notify the appropriate supervisor. Such reports are necessary to comply with laws and initiate insurance and workers compensation benefits procedures.
9.8 SAFETY POLICY STATEMENT
It is the policy of Geneva Point Center, Inc., that accident prevention shall be considered of primary importance in all phases of operation and administration. It is the intention of Geneva Point Center, Inc.s management to provide safe and healthy working conditions and to establish and insist upon safe practices at all times by all employees and volunteers.
The prevention of accidents is an objective affecting all levels of the Center and its operations. It is, therefore, a basic requirement that each supervisor make the safety of all employees, volunteers, and guests and integral part of his or her regular management function. It is equally the duty of each employee and volunteer to accept and follow established safety regulations and procedures.
Every effort will be made to provide adequate training to employees and volunteers. However, if an employee or a volunteer is ever in doubt about how to do a job or task safely, it is his or her duty to ask a qualified person for assistance. Employees and volunteers that need to help should be assisted. Everyone is responsible for the housekeeping duties that pertain to their jobs.
Every injury that occurs on the job, even a slight cut or strain, must be reported to management and/or the Health Service as soon as possible. Under no circumstances, except emergency trips to the hospital, should an employee or a volunteer leave the work site without reporting an injury. When you have an accident, everyone is hurt. Please work safely. Safety is everyones business.
9.9 SAFETY EQUIPMENT
It is the desire of Geneva Point Center to have its employees work in a safe environment and to have its employees use appropriate safety equipment. The Center will make safety equipment available to staff on a loan basis. Employees are responsible for the care and return of such equipment. The employee is responsible for the repair and replacement of such equipment not returned or returned damaged beyond normal wear and tear.
9.10 SAFETY COMMITTEE
The purpose of the Safety Committee, officially known as the Joint Loss Management Committee is to bring employees and management together in a non-adversarial cooperative effort to promote safety and health in each work place. The joint loss management committee assists Geneva Point Center and makes recommendations in changing safety issues. A joint loss management committee will consist of three year round and at least one seasonal employee. If you have any safety concerns you may report it to any member on the committee. Members who serve on that committee will be posted in the staff meeting area.
9.11 COMMUNICABLE DISEASES
In order to protect the staff and other participants, the Center requires that all persons confirmed to be suffering from a communicable disease such as measles, chicken pox, etc., leave the grounds, or be quarantined. Persons suspected of suffering from a communicable disease will be isolated immediately pending confirmation.
In all situations, the Geneva Point Medical Staff, in consultation with the Executive Director, will have final authority to require ill persons to leave the grounds. The Center Medical Staff will work with the patient and the patients family to find the required level of care needed.
9.12 UNIVERSAL PRECAUTIONS
For the safety of our guests and employees Geneva Point staff will be trained in the using of universal precautions and must practice these precautions at all times.
9.13 HEPATITIS B
Geneva Point Center will make available the hepatitis B vaccine and vaccination series to all employees who have occupational exposures. If, while at the center you had and incident of exposure, the Center would provide exposure evaluation and follow-up hepatitis B vaccinations.
9.14 LIFE THREATENING ILLNESS IN THE WORK PLACE
Employees with life threatening illnesses, such as cancer, heart disease, and AIDS, often wish to continue their normal pursuits, including work. To the extent allowed by their condition, Geneva Point supports these endeavors as long as employees are able to meet acceptable performance standards. As in the case of other disabilities, Geneva Point will make reasonable accommodations in accordance with all legal requirements, to allow qualified employees with life threatening illnesses to perform the essential functions of their jobs.
9.15 CONFIDENTIALITY
Medical information on individual employees is treated confidentially. Geneva Point will take reasonable precautions to protect such information from inappropriate disclosure. Managers and other employees have a responsibility to respect and maintain confidentiality of employee medical information. Anyone inappropriately disclosing such information is subject to disciplinary action, up to and including termination of employment.
9.16 DISCRIMINATION AND UNLAWFUL HARASSMENT
Geneva Point Center is committed to providing a work environment that is free of discrimination and unlawful harassment. Actions, works, jokes, or comments based on an individuals sex, race ethnicity, age, religion, or any other legally protected characteristic will not be tolerated. As an example, sexual harassment (both overt and subtle) is a form of employee misconduct that is demeaning to another person, undermines the integrity of the employment relationship, and is strictly prohibited.
Any employee who wants to report an incident of sexual or other unlawful harassment should promptly report the matter to his or her supervisor. If the supervisor is unavailable, or the employee believes it would be inappropriate to contact that person, or if the problem is with the supervisor, the employee should immediately contact the Executive Director or a member of the health staff. Employees can raise concerns and make reports without fear of reprisal.
Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment should promptly advise the Executive Director, who will handle the matter in a timely and confidential manner
Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.
9.17 DRUG TESTING
Geneva Point Center is committed to providing a safe, efficient and productive work environment for all employees. In keeping with this commitment, employees and job applicants may be asked to provide body substance samples (e.g. blood, urine) to determine the illicit use of drugs. Geneva Point will attempt to protect confidentiality of all drug test results. Drug tests may be conducted in a situation such as the following:
FITNESS FOR DUTY This test may be required if significant and observable changes in employee performance, appearance, behavior, speech, etc. provides reasonable suspicion of the influence of drugs.
Subject to any limitations implied by law, a refusal to provide a body substance sample under the conditions described above may result in disciplinary action, up to and including termination.
An individual who is involuntarily relieved of duty solely because of drug testing will be paid for time away from scheduled work of the drug tests results are negative.
In cases where a positive drug rest is confirmed, consideration will be given to available rehabilitation where appropriate.
An employee who tests positive and who successfully completes rehabilitation will be subject to unscheduled testing following reinstatement.
10 INTERNATIONAL STAFF
10.6 AGREEMENT
International staffs have signed an agreement with Geneva Point making a commitment as outlined by their sponsoring organization. Your responsibilities may be adjusted to suit the Centers needs.
10.7 EXTENDED AGREEMENT
Some staff members will be given the opportunity to extend their time with us. This is usually done after your performance evaluation.
10.8 TIME CARDS
International staff is not required to fill out time cards.
10.9 SPEAKING ENGLISH
Your placement in the US is a cultural exchange. To get the most out of this experience and for the benefit of ALL our staff we ask you to use English. Only then will your English improve while you are with us. You are expected to use English when working and anytime you are around guests of the Center.
10.10 MEDICAL INSURANCE
We require that if you are staying at the Center longer than 9 weeks that you extend your insurance for your complete stay. Medical costs in the United States are extremely expensive. We will ask for proof of this insurance extension.
10.11 TERMINATION
If for some reason you are terminated, Geneva Point will follow the procedures outlined by the organization from which you came to us.
11 OTHER
11.6 OUTSIDE EMPLOYMENT
Employees may hold outside jobs as long s they meet the standards of their job with Geneva Point Center. Employees should consider the impact that outside employment will have on their health and endurance. All employees will be judged by the same performance standards and will be subject to Geneva Points scheduling demands, regardless of any outside work requirements.
If Geneva Point determines that an employees outside work interferes with performance or the ability to meet the requirements of Geneva Point as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain with Geneva Point.
Outside employment that constitutes a conflict of interest is prohibited. Employees my not receive any income or material gain from individuals outside Geneva Point for materials produced or serviced rendered while performing their jobs for Geneva Point Center.
11.7 ACCESS TO PERSONNEL FILES
Each employee has a legal right to review his or her personnel file. Requests for an appointment to review your personnel file can be made to the Executive Director during regular office hours.
11.8 OFFICE USE, PHONE & POSTAGE
The administrative offices located in the Abbott Administration Building are the hub of the Geneva Point operation and are used by administrative employees only for the purpose of conducting Geneva Point business.
On the grounds of Geneva Point Center . A regular phone is on the lower floor of the Meeting House, and the phone is located in the Staff House, which can only be used for local, credit card, or collect long distance calls. Employees are encouraged to use these phones. Center phones will be available only in the case of emergency or for induction business for Geneva Point Center. If a group is using the Meeting House we ask that you not use the Meeting House phones.
Staff may purchase postage or photocopies from the office as well as cash personal checks for modest amounts. Geneva Point retains some discretion in terms of checks cashed and will cash checks only if there are adequate funds on hand for conducting Geneva Point business. A $15 charge is assessed for checks returned for any reason.
12 RULES OF THE CENTER
12.6 INTRODUCTION
The following guidelines have evolved after much consultation among the staff, management, and the Board of Geneva Point Center, as well as, feedback from our guests. They are designed to provide a healthy, safe, and wholesome environment for all who share in the Geneva Point community. Our common goal is to assure that our guests have a quality, enriching, and safe experience at Geneva Point Center. Please read this section very carefully.
12.7 DRUG & ALCOHOL USE
It is Geneva Point Centers desire to provide a drug-free, healthful and safe work place. To promote this goal, employees are required to report to work in appropriate mental and physical condition to perform their jobs in a satisfactory manner.
While on Geneva Point premises and while conducting business-related activities off Geneva Point Center premises, no seasonal, temporary, volunteer or contractor employee may use, possess, distribute, sell, or be under the influence of alcohol or engage in the unlawful manufacture, distribution, dispensation, possession, or use of illegal drugs or alcohol. Violations of this policy will lead to disciplinary action, up to and including immediate termination of employment, and/or required participation in a substance abuse rehabilitation or treatment program. Such violations may also have legal consequences.
The legal use of prescribed drugs is permitted on the job only if it does not impair an employees ability to perform the essential functions of the job effectively and in a safe manner that does not endanger other individuals in the work place.
Employees with questions or concerns about substance dependency or abuse are encouraged to discuss these matters with their supervisor, the Center Nurse, or the Executive Director to receive assistance or referrals to appropriate resources in the community.
Employees with drug or alcohol problems that have not resulted in, and are not the immediate subject of disciplinary action may request approval to take unpaid time off to participate in a rehabilitation or treatment program. Leave may be granted if the employee agrees to abstain from the use of the problem substance, abides by all Geneva Point policies, rules and prohibitions relations to conduct in the work place, and if granting the leave will not cause Geneva Point any undue hardship.
12.8 APPEARANCE & DEMEANOR
It is important to always remember that we serve our guests. How we present ourselves and how we treat our guests, whether at work or during our free time, is essential to our success and the quality of the time the guests are with us.
Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the image Geneva Point Center presents to guests and visitors.
During business hour, staff members are expected to present a clean and neat appearance and to dress according to the requirements of their positions. All staff members will be issued staff shirts that must be worn daily while on duty. The staff shirts that are issued to you are your resposibiality to keep clean and in good shape. If you need new shirts later in the summer, there will be a charge. This policy is subject to change.
Employees who appear for work inappropriately dressed will be temporarily relieved and directed to return to work in proper attire. Under such circumstances, employees will not be compensated for the time away from work.
Geneva Point expects each staff member that may come in contact with guests to be pleasant, neat and orderly, and courteous and helpful. T-shirts with inappropriate language or icons are unacceptable. An employee may be asked to return to their room to change into acceptable attire.
When scheduled for a shift, you should arrive on time, fit for work with your name tag on (at the beginning of each season, Geneva Point will issue you a name tag), this helps new guests readily identify Center staff when seeking assistance.
You are expected to be responsive to your supervisor and perform assigned tasks in an efficient and quality fashion. You must also remain flexible and be willing to take on a variety of tasks as needs dictate.
Certain functional areas require specific dress codes, such as the dining room and the waterfront. These are discussed in section three of this booklet. Also NO open shoes are permitted in the following departments: Buildings and grounds, housekeeping, Dining Room and Kitchen.
We understand that other countries have different traditions but the use of alcohol and smoking is not permitted at Geneva Point. Due to the nature of our work it is imperative that showers, clean clothing and other personal hygiene measures be done daily.
12.9 SMOKING
Smoking by seasonal staff or volunteers is not permitted anywhere on Geneva Points grounds.
12.10 PETS
It is Geneva Point Center policy that pets are not allowed on site for guests, seasonal staff, and volunteers.
12.11 WEAPONS, FIREWORKS, FLAMMABLES & OUTDOOR FIRES
Weapons such as firearms or large knives, fireworks, and flammables are strictly forbidden on Geneva Point Center grounds. Violation of this policy may lead to disciplinary action, up to and including immediate termination of employment.
Staff may be permitted the use of a designated fireplace for an outdoor fire only with the express permission of management and only when a fire permit has been issued by the Fire Warden.
13 RRESIDENCE LIFE
13.6 INTRODUCTION