VOLUNTEER CODE OF CONDUCT
I understand that my purpose in becoming a volunteer at a Camp Fire Inland Northwest camp is to assist in providing a safe and age-appropriate camp experience to all the youth and young adults entrusted in my care. I agree to adopt the procedures set forth in the training I receive. I agree to abide by the Code of Conduct. In doing so, I will:
Respect the rights and privacy of campers and staff.
Never abuse a camper either physically, sexually or verbally.
Report immediately any allegations or observed abuse of any camper or of disclosure of abuse by a camper (including youth-to-youth).
Use my best judgment in decision making, always mindful of the safety of campers.
Immediately report to the Camp Director any suspicion or knowledge of tobacco, drugs or alcohol in camp and/or suspicion of anyone returning to camp under the influence of drugs or alcohol.
Never share information of a sexual nature with campers or encourage them to share personal or private information with campers or staff.
Campers, CIT, CIT graduates, and CA's should not be aware of romantic involvement in or out of camp and especially between staff.
Refrain from having a sexual relation of any kind anywhere on camp property. This includes during pre- and post-season volunteering/employment periods, as well as during the regular camp season.
Never allow myself to be alone with a camper in a vulnerable situation or out of the direct sight of others.
Act fairly with all campers and never select favorites for special favors.
Present myself as an appropriate role model who understands my role as a caretaker of youth.
While representing Camp Fire Inland Northwest camps in any capacity and/or wearing Camp Fire, Camp Sweyolakan or Camp Dart-Lo apparel, my conduct will reflect the values of Camp Fire.
Never contact a parent or family member of a camper either by telephone, email, or letter without the expressed consent of the Camp Director.
I have received a copy of and agree to abide by Camp Fire Inland Northwest’s Social Networking Policies. I will be mindful of what I post on social networking sites, including, but not limited to, photos.
Never permit a camper to enter my living quarters under any circumstance.
Refrain from using bad or improper language in the presence of campers.
Do my best to set a good example in keeping camp property clean.
Obtain permission from the Camp Director to invite personal friends/family or former staff to visit.
Bring to the attention of my supervisor any problems I may have in carrying out the responsibilities of my job.
Assume full responsibility of personal belongings, equipment, and currency while at camp.
DISCIPLINE PROCEDURE FOR NON-COMPLIANCE
Following the procedures, guidelines, and expectations set for camp staff (including volunteer staff), is a critical piece to a successful season. The following is a reminder of those and the procedure that will follow should these expectations not be adhered to.
Should staff display any of the infractions outlined below, they will be subject to the following: First, the staff member will receive a verbal warning from their supervisor noting the expectation not being met and a clear plan of what is necessary for improvement will be created together between both parties. Second, the staff member will receive a written warning from the Camp Director noting the expectation not being met and a clear plan of what is needed for improvement will be created together between both parties (this will be placed in the staff member’s HR file). Third, the staff member will be terminated and told to leave camp for the remainder of the season and the salary will reflect the time period they had worked.
Breaking the Code of Conduct
Posting pictures of campers on social media without Camp Director approval
Tagging Camp Sweyolakan, Camp Dart-Lo or Camp Fire Inland Northwest in social media without Camp Director approval
Carrying/using personal cell phone in presence of camper(s) or during programming time
Negatively representing Camp Sweyolakan, Camp Dart-Lo or Camp Fire Inland Northwest's programming philosophies
Not completing duties as outlined in job description
Not adequately and safely supervising children
Not filling out appropriate policy paperwork (incident reports, weekly paperwork, etc.)
Should ANY of the above not be followed, staff members will be terminated and IMMEDIATELY escorted to their unit/locker to get their belongings and accompanied off camp property by a Senior Leadership staff member and the salary will reflect the time period they had worked.
Abuse of a camper/volunteer/staff member physically, sexually or verbally
Tobacco use, alcohol use, illegal drug use on camp property
Sexual relations of any kind on camp property
Possession of weapons/firearms on camp property
CHILD ABUSE PREVENTION POLICY
Types and Definitions of Child Abuse
Physical Abuse - the child has sustained a non-accidental physical injury such as bruises, burns, fractures, bites, internal injuries, brain damage, etc. The injuries may be permanent or temporary.
Sexual Abuse - the child has experienced one of a wide range of sexual offenses such as rape, molestation, indecent liberties, sexual exploitation, sexual misconduct with a minor, communication with a minor for immoral purposes, etc.
Emotional Abuse - results from the non- accidental acts or omissions of a parent or guardian. These may include patterns of isolating, rejecting, ignoring, corrupting or terrorizing the child.
Neglect - results from acts that create a clear and present danger for the child's health, welfare, and safety such as: failure to provide adequate food, clothing, or supervision, abandonment, exploitation, reckless endangerment or other dangerous acts.
Camp Fire’s Responsibility to Report Child Abuse
Under Washington and Idaho laws we are required to report all cases of suspected child abuse. When any social service agency (i.e. Camp Fire) has reasonable cause to believe that a child has suffered abuse or neglect, he or she shall report such incident, or cause a report to be made, to the proper law enforcement agency or the department Child Protective Services (CPS).
To protect yourself from being accused of child abuse, NEVER be alone with a child. Always have another adult or child in your presence.
Staff and Volunteer Responsibility to Report Child Abuse
During any Camp Fire activity, any staff or volunteer that suspects child abuse must report it to a Camp Fire staff member or CPS directly. This report must be made immediately if:
You witness abuse firsthand.
A child discloses abuse.
You see evidence of abuse or neglect.
Please fill out an incident report. You or a Camp Fire staff person will use this information when calling CPS or law enforcement.
Penalty of Failure to Report
According to Washington and Idaho law, it is considered a misdemeanor to fail to report suspected child abuse. More importantly, it is our moral and ethical responsibility to protect the safety and well being of the children in our care.
Supervisory Responsibilities of All Staff and Volunteers
Staff and Volunteers are responsible for the health of the children they serve, assuring all medications are taken on time, injuries and illnesses are cared for, and preventative strategies are utilized.
In our organization, all staff and volunteers are responsible for all children’s safety.
Corporal Punishment or taking away food is not allowed under any circumstances! It is against the law.