Approved 11-20-04

It is the objective of Camp Deerpark to provide a work environment, which fosters healthy inter personal relationships and is free of all harassment. 

Sexual Harassment Defined

Federal Law (Title VII of the Civil Rights Act of 1964) provides that it shall be an unlawful discriminatory practice for any employer, because of the sex of any person, to discharge without just cause, to refuse to hire, or otherwise to discriminate against that person with respect to any matter, directly or indirectly related to employment. Harassment of any employee on the basis of sex violates this federal law.

To help clarify what is unlawful sexual harassment the Federal Equal Employment Opportunity Commission has issued Guidelines on the subject. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature will constitute sexual harassment when:

1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting that individual; or,
3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

While the EEOC Guidelines apply only to staff, Camp Deerpark prohibits sexual harassment of any member of the Camp Deerpark community – whether such harassment is aimed at campers, guests or other employees, violators will be subject to disciplinary action. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature may constitute sexual harassment.

As a Christian and Anabaptist ministry we believe in restoration and reconciliation.  The goal of Camp Deerpark is to restore all persons involved in an offense to a right relationship with God and to each other.  Matthew 18:15-20 provides a biblical model for resolving conflict and should be followed as closely as possible with all conflicts.

Because of the personal nature of sexual harassment complaints and because all staff at Camp Deerpark are accountable for their actions the first step in any harassment complaint should be to report the incident. 

Reporting an Incident

Any person who believes that he or she is being sexually harassed should report the incident to their department director. (i.e. Program Director, Food Service Director, Maintenance Director, or Executive director) immediately.

Guests, volunteers, and any other non-employees should report incidents to: 1. The weekend host, 2. The executive director, or 3. Any board member.

Note:  It is also the policy of Camp Deerpark to direct its employees to report all improper conduct of a sexual nature, sexual harassment, or harassment of any type.  A full, complete and timely report is the duty of every employee, volunteer, or guest group leader to allow the Camp Deerpark management to respond or take such action as it deems appropriate.

Alternative Reporting Options

1. If the offense is with ones department director, this step should be bypassed and the complaint should be taken directly to the Executive Director.
2. If for any reason the offended staff person does not feel comfortable taking their complaint to a department director or to the executive director they may take their complaint to any board member (contact info is listed below)
3. If for any reason the offended staff person does not feel comfortable taking their complaint to the Executive Director or any board member they may take their complaint to the “At the Crossroads Mental Health Counseling,” PO Box 672, Newburgh, NY 12551.  Counselor Lou Nielsen is available to listen and give counsel.  She can be reached at (845) 527-6880

All employees will be encouraged to state their complaint in written form.  Alternately, the complaint can be provided orally and stated as a written complaint by those designated to investigate the complaint. 

Note:

• Any incident reported to the executive director will be reported to the chairman of the board. 
• Incidents that are reported to board members will also be passed on to the board chairman. 
• Incidents that are reported to the board will be passed on to the executive director at the board chairman’s discretion.

Note: Department heads are not expected to resolve the complaint, but rather to receive the complaint and pass it on the Executive Director in writing using the Camp Deerpark Grievance Procedure.

Handling the Complaint

1. All complaints of harassment should be directed to the Executive Director as soon as possible. (Also see Alternative Reporting above)
2. The Executive Director will investigate the complaint.  If the offended person chooses an alternative reporting the board chairperson will investigate the complaint.
3. If the complainant chooses to follow the Matthew 18:15-20 principle and approach the offender directly, they may do so at this point with the Executive Director’s knowledge and guidance.
4. During the investigation process the complainant and offender should be comfortably separated, eliminating all possibility of further offence or intimidation.
5. If a staff member, who has been informed of and counseled concerning his/her unacceptable behavior, continues to violate this policy, he/she will subject himself/herself to disciplinary action up to and including dismissal from employment at Camp Deerpark.
6. If an original act of sexual harassment is judged by Management to be of such serious nature or violation of acceptable behavior, the above steps may be by-passed and immediate dismissal from Camp Deerpark could result.

It is important to note at this point that all employees are at will employees that may be discharged for cause or without cause.  The board of directors or the executive director reserves all rights and puts all concerned on notice that in their sole discretion they may determine to discharge any employee or volunteer in the best interest of Camp Deerpark.

Any Staff Member who is determined, after an investigation, to have engaged in sexual harassment in violation of this policy will be subject to appropriate sanctions, up to and including dismissal from employment at Camp Deerpark.

Additional Related Information

Please note point number 9 on “Basic Expectations of Camp”.  In an effort to preserve the integrity of the Camp Deerpark ministry, the administration strongly discourages exclusive or romantic relationships between staff members.  If staff members believe they have found their “true love” at Camp Deerpark, the administration is confident they will be able to wait until the end of the summer.  While any relationship of this nature is grounds for dismissal, relationships that happen in ways which are noticeable to other staff and campers are considered to undermine the integrity of the program and will draw the swiftest dismissal.  Male and female public display of affection (PDA) is not allowed on camp grounds.  This includes:  hand holding, kissing, sitting very close in the living room late at night, or anything else that campers wouldn’t be allowed to do.

Board member contact information:

Please contact Ben or Kevin for Board Contact information

Related Entries

• Camper Behavioral Correction Guideline
• Camper Discipline
• Expectations of Summer Staff
• General Supervision of Campers
• Summer Camp Dress Code