Camas Meadows Policies & Procedures

Employment Policy

The state of Washington is an at-will employment state. This means that the employer (Camas Meadows Bible Camp) or employee (you) can terminate your employment at any time, for any reason, and without prior notice. The exceptions to this are that the employer may not terminate your employment for reasons of discrimination or retaliation, or if it breaks an existing employment contract. More information on at-will employment is available at lni.wa.gov.

All employment paperwork provided by the employer must be completed in full before payment can be made to the employee. This includes Employment Eligibility form I-9 and Tax Withholding form W-4, which can be completed through the employee payroll portal, Gusto. Employees under 18 who are still in school may also be required to submit a WA Parent/School Authorization form.

Payment to the employee will be made by check or direct deposit only. Checks will be mailed to the employee's preferred address.

Hourly employees are required to record their hours to be paid. This can be done automatically by using the Gusto app on the on-site device, or a personal device. Hours tracked manually, in writing, etc., must be submitted electronically to the Camp Manager in written or photo form. Name, job position, dates, and times must be clearly present. Paper copies of timesheets will not be accepted.

Unpaid hours will be deemed donated time after one month (30 days) from date worked if the employee has failed to submit said hours, or has failed to complete their employment forms. Employees are encouraged to contact the Camp Manager if circumstances prevent them from meeting these requirements.

Getting Paid

Time cards are processed through your Gusto employee portal on the 15th and 31st of every month. It's important you clock in and out through your Gusto account on a personal device OR on the ipad in the kitchen. It takes about 5 days to electronically deposit your check through gusto. If you need to adjust your time card or need help setting up your direct deposit account through Gusto please email office@camasmeadows.org

Schedule & Shifts
Shift Assignment 

• You need access to your gusto mobile profile to view the work schedule and clock in/out.
• Shifts are scheduled monthly in Gusto App. 
• Emergency changes may occur with as much notice as possible.
• Staff must submit availability at least 2 weeks before the schedule period for shift consideration.  
• Shifts are assigned based on required certifications, demonstrated skill set and experience. Staff without required credentials will not be scheduled for tasks needing them.
• We rotate preferred and less-desirable shifts to share responsibilities equitably. Length and number of shifts will be balanced across staff when possible.
• Leaders will consider shift preferences but cannot guarantee them.
  Overtime must be approved in advance.
• Staff may swap shifts with prior supervisor approval and must ensure the replacement is qualified for the role.
• Staff may be asked to cover last-minute needs. Reasonable refusals for documented conflicts will be honored when possible.
• Repeated unavailability, missed shifts, or refusal to cover reasonable needs may affect future scheduling and could lead to corrective action.
• Questions about shift assignments should be directed to your supervisor.

If you need to drop a shift or role, notify the Staff Director as soon as possible. 

If you need to leave a shift or role, follow this protocol immediately and respectfully so camp operations and camper safety are maintained:

1. Notify your supervisors right away
   Call or text the Staff Director as soon as you know you must leave.
2. Contact the shift lead
   Ensure camper/staff safety before you go
   If you are supervising campers, hand them off to a qualified staff member before leaving. Brief the person taking over on current activities, headcounts, and any medical or behavioral concerns.
   If you can’t find a replacement, keep campers in a safe, calm state (quiet activity, seated headcount) while you make contact with leadership.
   Arrange transportation and support
3. If under 18, you must have parent permission before leaving. 
   If you cannot drive safely, you need to have a parent pick you up.
   Let a family member or emergency contact know you are leaving and where you are going, if appropriate.
4. Follow return-to-work rules
   Do not return until you meet camp’s return criteria (symptom-free for 48 hours, fever free without medication).
   Notify your supervisor before returning and confirm your next shift.

Conflict & Disputes

Below are the best practices for handling with conflict.

Disagreements among staff are natural and can be healthy when handled with care. At Camas Meadows, we seek to resolve conflict in ways that reflect Christ-like love, promote unity, and honor each person’s dignity. 

Begin by praying for wisdom, humility, and a softened heart. Ask God to guide the conversation and to reveal any pride, fear, or misunderstanding on your part. Prayer frames the conflict as an opportunity for growth rather than a personal battle.

Address issues promptly and privately. Don’t let small disagreements fester. Approach the person directly and privately rather than airing concerns in public or in group chat threads. Timely, discreet conversations prevent resentment and gossip. **If you have problems with a supervisor or employer please seek help from a director or the board president.

Come with a posture of humility and curiosity. Assume you may be missing context. Start with questions: “Can you help me understand your perspective?” or “I’m trying to see what led to this decision.” Listen more than you speak. Humble listening communicates respect for the person and for God’s work in them.

Describe the specific action or outcome and its impact: “I felt confused when the schedule changed because I wasn’t aware of the update.” Avoid accusatory language that attacks motives or character.

Offer solutions, not just complaints. Come prepared with constructive suggestions and be willing to compromise. Ask, “What would make this workable for you?” or “How can we prevent this from happening again?” Co-create actionable steps and use agreed-upon steps.

Make clear commitments about next steps, document any agreed changes if needed, and follow up to ensure implementation. Restoration requires both words and actions.

Scripted phrases to help dialogue

“Help me understand what you are seeing.”
“I heard X; can you tell me what you intended?”
“I’m sorry for my part in this. Let’s figure out how to move forward.”
“I appreciate your perspective. Here’s what I’m concerned about…”
Approaching disagreements with grace, clarity, and a shared commitment to the camp’s mission turns conflict into an opportunity to grow in love and unity. When we choose humility, honest communication, and forgiveness, our staff become a stronger, more faithful witness to those we serve.

If after following these steps you are still not able to gain resolution or do not feel comfortable approaching the situation by yourself, please reach out to a director or Board President for assistance.

Disciplinary Action Procedure
To maintain a safe, respectful, and mission-focused environment at Camas Meadows Bible Camp, this policy outlines progressive disciplinary steps for addressing employee conduct or performance issues fairly and consistently.

Applies to all employees, full-time, part-time, seasonal, and temporary.

Guiding Principles

Discipline will be timely, consistent, and proportional to the issue.
We seek restoration and improvement, guided by Christian principles of grace, truth, and accountability.
Privacy and dignity will be respected; information will be shared only with those who have a legitimate need to know.

Types of Discipline

• Informal Counseling: Verbal conversation between the supervisor and employee to clarify expectations and identify corrective steps.
• Written Warning: Formal documentation of the issue, corrective actions required, and timeline for improvement.
• Probation: A defined period during which performance or behavior must meet specified standards, with regular reviews.
• Suspension: Temporary removal from duties, with or without pay, during investigation or as corrective action.
• Termination: Employment separation when other measures fail or when conduct warrants immediate dismissal (e.g., gross misconduct, endangering others, illegal activity).

Special Considerations

Safety-sensitive roles and incidents involving minors will be handled with heightened care and may require immediate action, including suspension or notification of authorities, as required by law and camp safeguarding policies.

Retaliation against anyone who raises concerns or participates in an investigation is prohibited and will be subject to discipline.

Separation Policy

This policy provides clear, consistent guidelines for voluntary and involuntary separations from employment at Camas Meadows Bible Camp. It supports fair treatment of staff, respects the dignity of each person, and ensures smooth transitions that protect the camp’s ministry and operations.

This policy applies to all employees of Camas Meadows Bible Camp, including full-time, part-time, seasonal, and temporary staff.

Resignation Procedures

Notice: Employees are asked to provide written notice of resignation as soon as possible.

Recommended notice periods:
Full-time and year-round staff: at least 30 days.
Part-time and seasonal staff: at least 14 days, or as soon as feasible given ministry needs.
Supervisors and leadership positions: at least 60 days where possible to permit succession planning.

Content: Written notice should include the intended last day of work and a brief reason for leaving, if the employee wishes to share it.

Final Work Expectations: Employees should complete outstanding duties, assist with transition tasks, and cooperate in knowledge transfer. Supervisors may approve earlier or later separation dates based on operational needs.

Final Pay: Final pay, including earned wages and accrued, will be paid in accordance with Washington state law and Camas Meadows’ payroll schedule. Deductions authorized by law or written agreement may be applied.

Layoffs and Reductions in Force

Notification: The camp will provide as much advance notice as feasible. 

Selection and Process: Decisions will be based on business needs, skills, performance, and ministry considerations. The camp will make reasonable efforts to reassign or retrain affected employees where appropriate.

Severance: Any severance pay or gift may be provided, per discretion of the employer.

Return of Camp Property Employees separating from employment must return all camp property (keys, ID badges, tools, equipment, electronic devices, records, keys, and any confidential materials) no later than the separation date unless otherwise authorized. The camp may withhold final pay to the extent permitted by law for unreturned property or other authorized deductions.

Former employees continue to be expected to honor confidentiality commitments regarding camper, staff, and donor information, and to uphold the camp’s reputation. Any ongoing legal or ethical obligations related to safeguarding children and vulnerable persons remain in effect.

Rehire Eligibility

Former employees who separated in good standing (resignation with appropriate notice, retirement, or layoff) may be considered for rehire, subject to current openings and qualifications.

Employees terminated for a cause are generally ineligible for rehire unless specifically approved by the board.

Post-Termination Reference and Employment Verification
To ensure consistent, fair, and legally compliant handling of reference requests for former employees who were dismissed, the organization will not provide future references.

Employment Verification Only
For any former employee who was dismissed and for whom the camp will not provide a future reference, the official response to employment inquiries will be limited to employment verification only.

Employment verification will include:
Dates of employment (start and end dates).
Job title(s) held.
Eligibility for rehire (stated as “not eligible for rehire” when applicable).
No additional information — including performance assessments, reasons for termination, disciplinary history, or personal opinions — will be provided to prospective employers, background check companies, or other third parties.

Authorized Responders
Only designated directors are authorized to provide employment verification.
Supervisors and other staff must refer all reference or employment verification requests to the authorized responders.

Request Handling
Verification may be provided by written confirmation, email, or phone at the discretion of the authorized responder, maintaining confidentiality and security of records.

Sexual Abuse Risk Management Training

What is Sexual Abuse?

All sexual touching between an adult and a child is sexual abuse. Sexual abuse does not have to involve penetration, force, pain, or even touching. If an adult engages in any sexual behavior (looking, showing, or touching) with a child to meet the adult’s interest or sexual needs, it is sexual abuse.

Sexual touching between children can also be sexually harmful or abusive. There is an increase of peer to peer abuse or when there is a significant age difference (often defined as 3 or more years) between the children, if the children are very different developmentally or size-wise, or if it involves adult-like sexual behavior from an older child to a younger child. 

A Gradual Process

Most often child sexual abuse is a gradual process and not a single event. By learning the early warning signs and how to effectively step in and speak up, sexual abuse can be stopped before it starts and a child is harmed. Adults and staff must take the primary responsibility for preventing child sexual abuse by addressing any concerning or questionable behavior which may pose a risk to a child’s safety. 

THE GROOMING PROCESS 

The Grooming Process of the preferential offender prepares a child victim – and the child’s gatekeepers – for inappropriate sexual behavior. This process includes patterns of identifiable behavior, including: 

-Gaining access to children within an age and gender of preference
-Selecting a specific child (or children) – often those vulnerable or on the outside
-Introducing nudity and sexual touch
-Keeping the child quiet to ensure secrecy 

The grooming process of the preferential offender involves two significant efforts: grooming the child and grooming the gatekeepers.

Grooming the Child 

Grooming of the child will vary depending on the age, gender and situation of the child. When the targeted child is a teen male, common grooming behaviors will include pornography, alcohol, marijuana and horseplay.

If the targeted child is a teen girl, common grooming behaviors will include texting, social media communication and sexual discussion. If the targeted child is under eight years of age, common grooming behaviors will include tickling and forms of playful touch, gravitating toward places of isolation. 

Grooming the Gatekeeper 

A gatekeeper is anyone responsible for protecting a child: parents, teachers, youth workers, coaches or babysitters. The preferential offender works hard to appear helpful, trustworthy and responsible to a child’s gatekeepers. Why? Molesters are looking for trusted time alone to groom a child for sexual touch. When an individual appears helpful, trustworthy and responsible, gatekeepers tasked to protect children are disarmed. 

 REPORTING SUSPICIOUS OR INAPPROPRIATE BEHAVIORS

Camas Meadows Bible Camp is committed to providing a safe, secure environment for children. To this end, any report of inappropriate behaviors or suspicions of abuse will be taken seriously and will be reported, in accordance with this policy and state law, to the Camas Meadows Bible Camp Board and the Police Department, Child Protective Services, or other appropriate agency.

Camas Meadows Bible Camp intends to create and foster a culture of communication, reporting safety concerns or policy violations. Because sexual abusers “groom” children for abuse, it is possible a staff member or volunteer may witness behavior intended to “groom” a child for sexual abuse. Staff members and volunteers are asked to report possible “grooming” behaviors, any policy violations, or any suspicious behaviors to a director or board member.

Note: It is never okay to joke about sexual abuse. Jokes taken out of content can destroy lives and this organization. All it takes is one person hearing something, misunderstanding and taking it public or to the authorities. Jokes lead to doubt and will discredit the individual and/or organization they work for. 

ENFORCEMENT OF POLICIES

Camas Meadows Bible Camp staff members and volunteers who supervise other staff or volunteers are charged with the diligent enforcement of all Camas Meadows Bible Camp policies. Violations of these policies are grounds for immediate dismissal, disciplinary action, or reassignment for both volunteers and staff members.  

CONSEQUENCES OF PROHIBITED OR HARMFUL ACT 

Any person accused of committing a prohibited act, or any act considered to be harmful to a child, will be immediately suspended from participation at Camas Meadows Bible Camp. This suspension will continue during any investigation by law enforcement or Child Protective agencies.

Any person found to have committed a prohibited act will be removed from future participation as a staff member or volunteer in all activities and programming that involve campers at Camas Meadows Bible Camp. If the person is a staff member or employee, such conduct may also result in termination of employment from Camas Meadows Bible Camp.

Failure to report a prohibited act to one of the individuals identified above is a violation of this policy and grounds for termination of a staff member or dismissal of a volunteer. 

MODELING BEHAVIOR

What we do in moderation, campers will do in excess.  Campers will look to you to set the boundaries they will test. This is a dilemma with which every staff member or volunteer will wrestle. The way you dress, what you say, how you respond to the smallest circumstance – our campers are watching. If you communicate that it is OK to move an inch, they will go a mile. Please read and understand the guidelines below regarding appropriate “touch and talk”, and follow them closely.  

APPROPRIATE PHYSICAL TOUCH

All staff members and volunteers should exercise good judgment when expressing one’s self through physical touch and be to the benefit of the other person. Remember some individuals may not want or feel comfortable with any physical touch. If you are older than them or in a position of authority – allow them to initiate physical contact.

Some appropriate physical touch examples may include:

Physical contact in observable areas - leaving no room for interpretation or questioning
An arm around the shoulder (side hug)
Respectful Hugging, pats on the back and other forms of appropriate physical affection between staff members and campers are important for camper’s development and are generally suitable in the camp setting. Volunteers should refrain from hugging, unless the hug is initiated by the child. 
A brief, assuring pat to their shoulder
Fun handshakes

A few NEVERS:

a. We don’t touch kids in anger or disgust.

b. We don’t touch kids in any sexually connotative manner.

c. No staff member will ever (day or night) be on or in a child’s bed.

d. Never touch a child’s private parts (to remove ticks or for any other reason).

e. Never tickle a child; this can be misconstrued as sexual contact.

f. Never ignore a camper’s request not to be touched.

g. Never express or require physical affection or touching in any form from a child who shows or expresses discomfort with physical touch.

If a question ever arises, consult the camp director.

Any infraction of the above policy involving even the slightest form of sexual connotation will result in immediate dismissal from the camp with no chance of rehire.

ONE-ON-ONE INTERACTION WITH CAMPERS

No camper will ever be left unattended or unsupervised during camp ministry programming or activities.  

Camas Meadows Bible Camp volunteers (parents, speakers, nurses, support crew etc.) are prohibited from being alone with an individual camper, in any area. In the event a volunteer finds himself/herself alone with a single camper, that volunteer will take the camper to a room or building occupied by others. Groups of 3 or more required.

Any two campers together in an unseen or less easily viewed area should be redirected to another (more open) area.

Camas Meadows Bible Camp recognizes that meeting the emotional needs of campers may occasionally require staff members to meet with them on an individual basis. 

Staff members should conduct one-to-one meetings with an individual camper OR each other at a time when others are present and where interactions can be easily observed.

REPORTING

Any inappropriate behavior or suspected abuse by any staff member, volunteer, or camper must be reported immediately to the Director or a member of the Camas Meadows Bible Camp Board.

Any suspicion of child abuse (physical or emotional harm) or neglect (failure to act, pattern of conduct, behavior that is serious disregard to the child’s health, welfare or safety) must be immediately reported to a Director or member of the Camas Meadows Bible Camp Board.

Social Media Policy
This policy applies to all paid staff, seasonal staff, interns, and volunteers while serving in any capacity with Camas Meadows Bible Camp. It covers personal and professional social media accounts on platforms such as Facebook, Instagram, TikTok, Twitter/X, Snapchat, YouTube, messaging apps, blogs, and any other online public forum.

General Expectations

Represent Christ: Post and engage in ways that reflect Christian love, humility, integrity, and kindness. Avoid offensive, hateful, or intentionally divisive content.

Reflect the Camp’s Values: Content should be consistent with our mission and values. Public posts that significantly contradict Camas Meadows’ beliefs or undermine its ministry may be subject to review. Undermining the ministry includes anything that may hinder someone’s desire to attend camp because of how you present yourself on social media.

Be Respectful and Professional: Treat coworkers, campers, families, donors, partner churches, and volunteers with respect. Avoid public arguments, profanity, threats, or harassment.

Use Discretion: Remember that social media is public and permanent. Think before you post; consider how a post might be perceived by campers, parents, or the community.

Your Personal Views Represent Camp: If you identify as a Camas Meadows staff member or volunteer, you represent camp on your personal account. Be mindful that parents, volunteers, and communities may judge the camp by your public presence.

Privacy and Confidentiality

Do not post personal identifying information (full names, contact details, addresses etc. ) of campers, staff, or volunteers without explicit written consent from the person’s parent/guardian (for minors) or the individual.

Do not post images or videos of campers under 18 unless you have written parental/guardian consent on file with the camp. When in doubt, do not post.

Reporting & Violations

If you see content that harms or threatens the safety, reputation, or well-being of the camp, campers, or staff (including potential abuse or policy violations), report it immediately to a director.

Staff must cooperate with any internal or external investigations related to social media use and may be asked to provide posts, messages, or explanations. We may ask you to remove posts.

Violations of this policy may result in denied applications, suspension, dismissal, or legal action depending on severity.

Minor Engagement Policy

If you are 18 or older and not part of the core staff (director & managers), avoid private communication outside of camp with a minor. (i.e. texting, private messaging, phone calls etc.)

These are the boundaries and guidelines set forth, to direct any communication or engagement with minors.

 

Requirements to Engage with Minors
Pass background check
Maintain transparency and accountability with core team members and board (if necessary). At staff meetings, share who you are engaging with and in what capacity regularly.
Agree / sign yearly & live out Camas Statement of Faith, general Code of Conduct and Minor Engagement CoC, Sexual Abuse Risk Management 
Generally, unless you are a director, avoid private communication outside of camp with a minor. [Group channels in discord work great!]

If you have ongoing communication with a minor, please follow these guidelines:

• Notify directors for accountability and transparency. Give ongoing reports.
• Save all text threads, discord messages etc. for accountability.
• If possible, communicate with minors through group texts or discord channels. For one on one communication it would be best to be through a camp email, camp instagram account or camp discord and share the password and login with the core team for accountability.
• Attempt to communicate with parents and seek approval. Best practices: Try to obtain permission to communicate with their child first.
• All one-on-one contacts must occur in a public environment or public area of camp. 1 on 1 activities outside of monitored camp grounds must be approved by parents. Best practices: During one-on-one contacts, it is important to respect the personal nature of the leader/student relationship. It must be clear that appropriate boundaries are being respected. Refrain from touching or being too close. 
• Staff should not send or text any content that is not age appropriate or includes sexual content. Any text or digital communication must be saved for accountability, by other leaders and board. Best practices: Avoid comments about body or appearance. Ask parents for the child's phone number while asking for permission to contact them or give the kid your number and wait for them to initiate conversation. 
• Staff must take care regarding physical contact with kids, and understand when touching or hugging is inappropriate. Ask for permission before hugging or let them initiate a hug. Best practices: Generally, limit physical contact. 
• Staff must maintain appropriate behavior in their personal relationships, including abstaining from the intimate sexual contact reserved for marriage. 
• Staff must not participate in illegal activity, including drugs, alcohol and tobacco. Best practices: Even when a leader is of age to consume alcohol and tobacco legally, refrain from consumption when kids are present. Leaders must be aware that when drugs, alcohol and tobacco is abused, their witness is diminished or even destroyed.
• Staff must maintain appropriate and reasonable gift giving practices for the recipient’s age and sex. Best practices: Casual and low budget gift, age and value appropriate. Gifts should not be lavish, frequent or inappropriate.
• During summer, have mailings/gifts for multiple people, so it doesn’t target just one staff member. 

 

Staff Housing Rules & Expectations
For all individuals staying on site in staff housing.

• Eating Meals. When there are guest meals you are welcome to come grab a plate after all other guests have eaten. Please do not snack out of the pantry or canteen.
• Limit noise and be respectful neighbors. Maintain quiet hours from 10pm-7am. Don’t play excessively loud music, video games or have rowdy conversations during quiet hours.
• Care for the Grounds & Buildings- Pick up trash, put things away when you’re done / be careful not to damage or break things. You must complete the clean up check list before leaving.
• Standards and Care for Community Living. Your living space is a part of camp property and is expected to be maintained for community living and unexpected visitors. This includes keeping dishes washed daily, laundry picked up off the floor, trash taken out weekly and decor that honors God (no profanity, alcohol, drugs, etc).
• Maintain appropriate boundaries with the opposite sex. Do not go into the opposite sex’s bedrooms. Any mixed gender groups with minors must be under the supervision of an adult, in groups of 3 or more and in community living spaces of staff housing.
• No smoking or vaping. No marijuana or products containing THC.
• Alcohol is not allowed on camp property.
• 1 car limit per person. Any broken down or retired vehicles must be removed within 60 days.

Additional rules for those living on camp property seasonally or full time. 

• Must be 18 years or older.
• Get permission to alter or modify your housing. When making permanent changes or improvements to staff housing, you must get permission from the board before starting the project. 
• Guests must be supervised– Guests are welcome to visit you when you are not working and you may escort them around the property. They must be with you at all times and not interact or engage with guests or staff without completing a volunteer application and background check – to ensure the safety and wellbeing of our guests and staff. Be respectful of events and rental guests we have.
• No long term guests– Guests are welcome for a reasonable length of time, no more than 1 week.
• No animals without the express permission of the camp board. You are not allowed to take care of other’s pets. If you’ve been allowed a pet you are expected to
  • Keep poop cleaned up daily and litter box / litter on floor cleaned daily.
  • Any indoor accidents must be cleaned thoroughly and properly with a pet cleaner solution to avoid recurrence, smells or stains.
  • Animal scratches or damage on walls, doors, door frames etc. must be taken care of and fixed upon leaving. This may require you to replace framing or doors at your own expense.
  • Animals must have up to date vaccinations including rabies. 
  • Dogs must have proper training (obedience school or equivalent) and 2 years or older to be off leash or around guests, otherwise they must remain on leash and away from guests. Dogs may be off leash in fenced areas of the staff house, if the fence is properly maintained for safe containment. 
• Take time to maintain and improve the space you use. Cleaning must be done weekly and you are expected to deep clean every 6 months.
  • Cleaning checklists must be completed regularly to maintain community living standards. (Dishes, trash, vacuuming, mopping, etc. must be done regularly)

KITCHEN PROTOCOLS 

Kitchen Crew & Dishwashers

When you get there you'll want to go into the main lodge and go into the kitchen. Please connect with a cook or employee who can help you check in and clock in via Gusto app on your personal device or the camp ipad. If you're spending the night they can direct you to where you are staying. 

Shift Times

We have 3 meals, typically around 8am, 12pm and 6ish. It varies slightly depending on the rental group's schedule. You'll need to be in the kitchen, clocked in and ready to work 30 minutes prior to a meal for dishes or 1 hour before a meal if you're assistant cooking. Check with the head cook or intern to confirm the schedule so you know when to be clocked in for each meal.

Shift times are *generally* as follows:
Breakfast  7:30am-10:30am
Lunch 11:30-2:30pm
Dinners 5:30pm - 8:30pm

We will have pre-meal dishes as well as serving prep (getting out plates, cups, utensils etc.)

Once the meal is served you can take a pause and eat yourself! 

When the meal is over there are dishes and kitchen cleanup duties. 

You can ask a cook or lead about any additional cleaning opportunities if you'd like more work. 

During Breaks

There are usually two major breaks in a day in between meals where you will have about an hour off before the next meal prep begins. They usually fall around 10am and 3pm. Please be respectful of the guests we are serving and not interrupt or interfere with the activities they are doing. 

During your break please let the head cook know where you will be and remain in observable areas, in a group of 3 or in your room for safety (and so we can find you!). We encourage you to relax with the crew, play a board game from the wall, read a book etc. We do have WiFi as well, although it’s not super fast. Let your supervisor know where you will be in case we need to find you.

 

Reminder of Staff Expectations

• No cell phones while on shift.
• You must be respectful with your speech, no swearing or vulgar language.
• You must wear appropriate clothing, no drug or gang references, all cleavage and butt must be covered at all times. 
• Be respectful to our guests and treat them with kindness. When doing dishes make sure that you're not disrupting a quiet activity. 
• If someone comes up to you and asks for help, let them know that you'll take care of it, and find the support lead to help you get it done.
• Play music that is age-appropriate for the audience. Avoid explicit, foul language, violence, or overly sexual songs; avoid music that promotes hate or division.

If your behavior is unacceptable we may ask you to leave and future shifts may not be available to you.

Kitchen Health & Safety Guidelines
ALL KITCHEN WORKERS MUST HAVE A CURRENT WA FOOD HANDLER’S PERMIT

 These guidelines help protect staff, volunteers, and guests at Camas Meadows Bible Camp. Follow all items below; supervisors will provide training, personal protective equipment (PPE), and answers to questions.

• You must be in good physical health to work in the kitchen.
• You must wash your hands upon entering the kitchen.
• You are required to have a current WA Food Handler's Permit. 
• You must wear close toed shoes and all long hair must be tied back. Pants are recommended.
• You must wear gloves when handling food.

Personal Health & Hygiene

• Stay home if you are sick. Report symptoms (fever, cough, vomiting, diarrhea, new loss of taste or smell) immediately.
• Wash hands frequently for at least 20 seconds with soap and warm water:
• Before starting work, after breaks, after handling raw food, after using the restroom, after touching face/hair, after taking out trash, and whenever hands are contaminated.
• Use hand sanitizer (at least 60% alcohol) when soap and water are not available, but not as a substitute for washing when hands are visibly soiled.
• Keep nails short, clean, and unpolished. Avoid artificial nails and nail jewelry when preparing food.
• Wear clean work clothes daily. Change out of heavily soiled clothing promptly.
• Cover cuts or wounds with a clean, waterproof bandage; wear gloves over bandaged areas.
  
  

Personal Protective Equipment (PPE)

• Wear non-slip, closed-toe shoes with good support at all times in the kitchen.
• Use disposable gloves when handling ready-to-eat foods, and change gloves:
  After 4 hours of continuous use, after touching raw food, after touching garbage, after handling money, or after any contamination.
• Wear hair restraints (hats, hairnets, or tied-back hair) and beard nets if needed.
• Use oven mitts, heat-resistant gloves, and aprons for high-heat tasks and hot equipment.
• Wear eye protection and masks when using strong chemicals or when splashes are possible.
  
  

Food Safety & Handling

• Follow the “first in, first out” (FIFO) method for stock rotation. Label items with date received/opened.
• Thaw food safely: in the refrigerator, under cold running water, or in a microwave if cooked immediately; never thaw at room temperature.
• Keep raw meats, poultry, and seafood separate from ready-to-eat foods. Use designated cutting boards and utensils by food type (color-coded if available).
• Avoid cross-contamination: sanitize surfaces and utensils after contact with raw foods and before reuse.
  
  

Cleaning & Sanitizing

• Clean first, then sanitize. Use a detergent to remove food and grease; follow with an approved sanitizer.
• Air dry—do not towel dry clean dishes.
  Clean and sanitize food-contact surfaces frequently and after each use.
  Keep floors, drains, vents, and exhaust hoods clean to prevent slips and fire hazards.
• Maintain pest control measures: keep doors closed when possible, store food off the floor, and dispose of garbage promptly in sealed containers.

Equipment & Machine Safety

Must be 16 or older to use ovens and ranges.

Fire Safety & Emergency Procedures

• Know the location and proper use of fire extinguishers; only attempt to extinguish small, contained fires in a safe manner.
• Keep flammable items away from heat sources. Clean grease build-up from hoods, filters, and vents regularly.
  
  

EMERGENCY PROTOCOLS
Upon arrival please locate the nearest exits, fire extinguishers, kitchen phone to call 911 and first aid kits. If you do not know where these are, ask a supervisor.

FIRE

If there is a fire in the kitchen, remain calm and act quickly. First, attempt to extinguish the fire using a fire extinguisher if it is small and manageable; aim at the base of the fire. If the fire is too large or out of control, evacuate everyone from the building immediately and close the door behind you to contain the fire. Do not use water on grease fires, as this can cause the fire to spread. Once you are safely outside, call 911 to report the fire, and do not re-enter the building until firefighters declare it safe.

CUTS

If you get a bad cut while in the kitchen, first assess the severity of the injury. If the cut is deep or bleeding heavily, apply direct pressure with a clean cloth or bandage to stop the bleeding, and elevate the injured area above the level of the heart. If the bleeding does not stop after several minutes or if the cut exposes muscle or bone, seek medical attention immediately. 

For minor cuts, rinse the wound gently under clean water to remove any debris, then apply an antiseptic and cover it with a sterile bandage and keep gloves on while in the kitchen. Keep an eye on the injury for signs of infection, such as increased redness, swelling, or pus, and consult a healthcare professional if any of these symptoms develop.

To Report an Accident or Injury

To report an accident or injury while on the job, first ensure the immediate safety of all involved by assessing the situation and providing any necessary first aid. Once safety is established, notify your supervisor or manager as soon as possible, providing clear and concise information about the incident, including the time, location, individuals involved, and a description of what occurred. 

Complete an accident report form if available, detailing the circumstances and any witnesses present. Follow up by seeking medical attention if needed, and ensure that any relevant workplace protocols regarding reporting and documentation are adhered to, promoting a thorough investigation and prevention of future incidents.

 

Food Employee Reporting Agreement  

I AGREE TO REPORT TO THE PERSON IN CHARGE:  

> Any Onset of the Following Symptoms, Either While at Work or Outside of Work, Including the Date of Onset:  

1. Diarrhea  

2. Vomiting  

3. Jaundice  

4. Sore throat with fever  

5. Infected cuts or wounds, or lesions containing pus on the hand, wrist , an exposed body part, or other body part and the cuts, wounds, or lesions are not properly covered (such as boils and infected wounds, however small)    

> Future Medical Diagnosis:  

Whenever diagnosed as being ill with Norovirus, typhoid fever (Salmonella Typhi), shigellosis (Shigella spp. infection), E-coli (Escherichia coli O157:H7) or other STEC infection, nontyphoidal Salmonella or hepatitis A  (hepatitis A virus infection)  

> Future Exposure to Foodborne Pathogens:  

1. Exposure to or suspicion of causing any confirmed disease outbreak of Norovirus, typhoid fever,  shigellosis, E. coli O157:H7 or other STEC infection, or hepatitis A.  

2. A household member diagnosed with Norovirus, typhoid fever, shigellosis, illness due to STEC, or  hepatitis A.  

3. A household member attending or working in a setting experiencing a confirmed disease outbreak of  Norovirus, typhoid fever, shigellosis, E. coli O157:H7 or other STEC infection, or hepatitis A.  

I have read and understand the requirements concerning my responsibilities and this agreement to comply with:  

1. Reporting requirements specified above involving symptoms, diagnoses, and exposure specified;
2. Work restrictions or exclusions that are imposed upon me; and 
3. Good hygienic practices.  

 

Thank you for your time.

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