Camp Ouareau has been in constant operation since 1922. You have been invited to join our staff team, and in doing so you have become an integral part of the success of Camp Ouareau. We, Camp Ouareau, have worked very hard for over 90 years to establish an organization that our families trust.

Here is our Guiding Principle for Staff Conduct:

  • SAFETY – of our campers, our visitors, and our staff – is our primary concern
  • Maintaining a constant CAMPER FOCUS is VITAL in all we think, say, and do.
  • Every camper is the most important reason we are at camp, and is deserving of our utmost respect, care, and attention.
  • Learning to appreciate and live in harmony with the out-of-doors and one another is a worthwhile goal for EVERY CAMPER and EVERY STAFF MEMBER.
  • Our staff team is built on mutual respect and support for one another and for individual members of that team.
  • All policies and expectations of the staff apply FAIRLY to all – this includes kitchen staff, maintenance, summer staff, and Directors and Owners.

Camp Ouareau is a BUSINESS, the very existence of which depends on the registration of campers, whom all have certain expectations of us; and being a Staff Member and fulfilling the responsibilities of your position is a JOB – albeit a really fun one! Lastly, we at Ouareau we are here not only for all the above reasons but to have FUN – with our campers as well as with fellow staff. Together, the staff team can make this summer an amazing memory for all who have the privilege of experiencing it.


I. General regulations:

1) Smoking:

  • a. Staff may not smoke at any time in front of campers. Smoking is limited to the back of the counsellor’s bungalow. No one under the age of 18 may smoke.
  • b. The times that you can smoke throughout the day are limited. You can smoke before rising bell, during rest hour and after the campers are in bed.
  • There are to be no open flames at any time in any building or tent. e.g. candles

2) Alcohol:

  • a. Staff under the age of 18 are not permitted to drink any form of alcohol while in the employment of the camp, nor are they permitted in establishments that serve alcoholic beverages, with the exception of restaurants.
  • b. Any staff involved in aiding a minor to obtain, possess or consume alcohol will be dismissed immediately.
  • c. No alcohol is permitted on camp property, excluding the year round residence of the owners and the end of the year staff party, which is held after the campers have left.

3) Non-Prescribed Drugs:

  • a. The use or possession of non-prescribed drugs in any form is not permitted on or off camp property.

4) Acceptable Staff Conduct:

  • a. Staff are expected to be positive role models of acceptable behaviour and to lead by example.
  • b. Staff are expected to be physically and mentally prepared for their work responsibilities each day, barring injury or illness.

5) Unacceptable Staff Conduct:

  • a. The use of physical force or demeaning punishment including swearing is unacceptable toward any member of camp, including all staff and campers.
  • b. Camper or staff abuse of any kind is cause for dismissal.
  • c. Intimate staff relationships with overt displays of affection are not acceptable at camp.
  • d. No staff may engage in any physical or otherwise intimate relationship with any camper at any time.

6) Dress:

  • a. The camp reserves the right to request certain standards of personal dress and grooming which are consistent with good public relations as well as meeting the general standard within the camp. Clothing must not contain or display words, phrases, sentiments or pictures that may be deemed offensive to others, including staff, campers and parents.
  • b. Items with direct display or advertisement of alcohol, tobacco, or illicit drug products are not permitted.
  • c. Appropriate dress is to be worn at all times; i.e. running shoes for running games, rubber boot or waterproof sandals with backs during rain.
  • d. FOOTWEAR: Due to the terrain of camp, all footwear must provide proper support and have a back.
  • e. When teaching or lifeguarding at a water activity, staff MUST wear an appropriate bathing suit: a sport bikini or one-piece suit.

7) Counsellors’ Cabins:

  • a. Counsellors’ cabins are to be kept neat and clean.
  • b. Staff cabins may be decorated with personal effects, but those decorations are subject to approval by the Leadership team.
  • c. Posters must not contain or display words, phrases, sentiments or pictures which may be deemed offensive to others (staff, campers or parents).
  • d. Items with direct display or advertisement of alcohol, tobacco, or illicit drug products are not permitted.
  • e. All luggage must fit in designated spot in the cabin.
  • f. In the case of a staff member having too many personal items, she will be asked to ship home those items at her own cost
  • g. No campers are allowed in staff cabins.
  • h. Any staff visiting another staff’s cabin must receive permission from that staff and may remain only while their host is present.
  • i. Staff may only sleep in the cabin they are assigned to, unless asked to replace in a Leadership cabin for a day off or emergency.
  • j. Everyone who lives in the community of Camp Ouareau – even for a short time – is deserving of a degree of PRIVACY in her accommodation, and more particularly in her sleeping space. So please take into consideration your actions in your staff cabin. Be quiet if you wake up early or come back late.

8) Electrical Appliances:

  • a. We have a general policy of minimal use of electrical appliances at camp. Our campers are coming to camp agreeing to be completely UNPLUGGED. They have agreed to leave at home all cell phones, iPods, and other electronics.
  • b. You may use an e-book reader, iPod, cell phone or such device to listen to music or watch movies etc. in your staff cabin, BUT YOU MUST USE EAR PHONES.
  • NOTE: If your e-book reader or iPod can run on an internet data service you must follow all cell phone policies with it regarding data connections
  • c. CELL PHONES or any such device with phone access:
    • You can use them as an alarm clock on vibrate or with an alarm tone (not music)
    • You can listen to music etc., with earphones. (after your unit’s taps till 7:00 am, whether you are on or off duty)
    • You can text after you are off duty at night till 7:00 am.
    • All cell phones or such devices kept in your cabin must be turned OFF from 7:00am to after your unit’s taps, whether you are on duty or not.
    • You may not make or receive phone calls in your staff cabin; calls are restricted to the counsellors’ bungalow and the area beyond the parking lot
  • d. Music used for programs or in program areas is determined by the leadership team and director.

9) Food:

  • a. PLEASE BE ADVISED THAT CAMP OUAREAU HAS NO NUT PRODUCTS ON SITE. Please do not bring any nut products onto camp property or on any excursions off camp that involve campers.
    b. We are privileged to have Joe Morselli and his wonderful family back for their 18th season. All of our food is made on site, and a dietician approves the menu. If you have any issues with the food, please see a Leadership team member. Any praise for the food can be directly told to the kitchen staff.
  • c. You are more than welcome to have food in our Counsellors’ Bungalow. Each staff member has a milk crate to store personal items and non-perishable food. We also have ONE fridge that all the staff share for their personal food. Please make sure you take up minimal space, and throw out your food when it is no longer good.

10) Swimming:

  • a. Staff are expected to follow waterfront regulations of safety.
  • b. NO NIGHT SWIMMING IS ALLOWED AT ANY TIME.

11) Use of Camp Equipment:

  • a. The camp encourages each staff member to develop her personal skills. If at all possible, activity heads will arrange time to teach staff during one rest hour per week. This will be taken into consideration when other duties are arranged. Staff may try Red Cross and Royal Life Saving Society tests on camp time.
  • b. All equipment is available for staff use under the following conditions:
    • Staff must not monopolize facilities and/or equipment.
    • Staff must check out boats with the head of the activity.
    • The activity head must give permission before any activity equipment or location is used.
    • Staff must never borrow personal equipment (or clothing) from campers.
  • Note: Any staff member causing wilful damage to Camp Property may be held financially liable at the discretion of the Director.

12) Loss and Theft:

  • a. The camp does not accept responsibility for loss of personal property.
  • b. Items of value (passports, wallets etc.) and money may be kept in the camp office in the directors’ home.

13) Counsellor’s Bungalow:

  • a. Its appearance and cleanliness the responsibility of all members of staff. Each staff cabin will take turn cleaning the “Cow Bung”
  • b. Each staff member is responsible for cleaning dishes they use and must make sure that all personal items are kept in their milk crate.
  • c. Camp will provide a method of charging laptops, cell phones etc.
  • d. The Cow Bung may be used when you are off duty. This is limited to: before morning staff meeting, during Siesta, after being released by your unit head at night, and during days off.
  • e. The counsellors’ bungalow has one telephone; The number for the phone changes each year, we will give you the number at SDC.
  • f. We also have an Internet-connected computer for staff use.
  • g. If you need special time for registration for school, please inform the Director when you know those dates and time so we can help facilitate an Internet-connected computer for your use.
  • h. The Cow Bung does have a bathroom; however, please do not leave your personal hygiene items in this bathroom as it is shared by all staff & CITs.

II. PAYMENT OF HONORARIUM:

1) The honorarium, as stated in the leadership agreement 2018, is paid by direct deposit. Each staff member is to fill in the direct deposit form. We only pay by cheque to our American or International staff.

2) Payments will be made every two weeks on Thursdays, according to the schedule set by our payroll company.

3) It is understood that both parties will hold the terms of this agreement in confidence.

III. TRANSPORTATION:

1) Staff are responsible for their own transportation to and from camp.

2) Some staff, depending on the distance of their travel, might be eligible for a travel allowance. To be reimbursed for this travel allowance, official receipts must be given to the business office.

3) On the trip down to Montreal at mid-camp some staff are needed to chaperone the camp buses, and in this case the camp pays the trip.

4) Camp will try as often as possible to provide one of the camp vehicles to take staff who are on their day off to town once a day, as well as to provide a pick-up later in the day.

  • The staff who are on their day off will be asked what time the majority of the staff would like to be picked up & dropped off and if the camp van is available we will provide this transportation for the staff.

5) Use of Personal Vehicles:

  • Personal Vehicles, including bicycles, may only be used on staff members time off. Bicycles may only be used during daylight hours.
  • Personal vehicles must be parked at the staff parking lot. Personal vehicles may not drive past the main parking lot, except on arrival and departure day of staff.
  • Staff may neither lend their vehicle nor borrow another staff’s vehicle, due to insurance regulations regarding that vehicle.
  • All staff must keep their keys either on the rack next to the staff parking lot, or on their mailbox in the Cow Bung.
  • Drivers and passengers who are minors must have a signed the Off-Camp Waiver from their parents releasing Camp Ouareau from responsibility.
  • Staff members may not hitchhike while under the employment of Camp Ouareau.

 

IV. SOCIAL INSURANCE NUMBER:

1) We are required by law to make various deductions from each staff member according to her honorarium.

2) Each staff member must supply her Canadian Social Insurance Number (SIN) before there is any payment of honorarium.

 

V. Rehiring and Evaluation:

1) Evaluation:

  • a. Job performance is evaluated by Leadership team and made known to the staff member with opportunity for discussion.

2) Rehiring:

  • a. The camp feels that a staff member, after the initial summer, should be able to improve on her previous performance. Therefore, a counsellor who does not improve from the previous year(s) may not be rehired.
  • b. Application for re-hiring will be sent in the fall to eligible staff.

3) Promotion:

  • a. Staff members previously under contract with the camp will be given first consideration in the filling of any position, provided they are as well qualified as outside applicants.

VI. Termination of Employment:

1) Premature closing:

  • a. In the event that the camp season is shortened by any unforeseen situation, the employee’s salary will be pro-rated.

2) Dismissal:

  • a. The camp reserves the right to cancel the staff agreement with an employee when this action is considered in the best interests of the camp and the campers.
  • b. In cases of Abuse, Harassment or Gross Misconduct, an employee may be relieved of her duties immediately. Notification will be provided in writing and reason for dismissal will be clearly stated.

ABUSE:
Each camper and staff member deserves to be treated with the utmost respect. As staff members we commit to a policy prohibiting any abuse of any child or staff, be it physical, emotional, verbal, sexual, psychological or otherwise.

Staff members shall report all forms of child abuse by campers or staff or staff abuse of any kind to the Directors, who will take appropriate actions.

HARASSMENT:

  • All the residents (campers & staff) of Camp Ouareau are entitled to a harassment free environment – a setting free of bullying & physical & emotional discomfort.
  • All staff members are responsible for ensuring that the workplace is free of harassment for campers and staff members.
  • Harassment is unacceptable conduct or comments that undermine a camper’s or staff member’s relationships at camp or that might reasonably be expected to cause humiliation to a camper and/or a staff member.
  • Harassment includes deliberate or unintentional gestures, comments, racial slurs, questions, representations or other behaviours that ought reasonably to be known by the harasser to be unwelcome by the recipient.
  • Sexual harassment is a deliberate and/or unsolicited verbal comment or physical contact of sexual nature that is unwelcome to the recipient.
  • Various behaviours that can be interpreted as sexual harassment include: sexually suggestive gestures, sexist jokes that embarrass, flirtations, advances or propositions, leering, the display of sexually offensive material, derogatory or degrading remarks directed towards members of one sex or one sexual preference group.

GROSS MISCONDUCT:
The following are considered to be examples of GROSS MISCONDUCT, which will lead to immediate dismissal:

  • Behaviour on or off camp property, which in the opinion of the camp reflects discredit on Camp Ouareau.
  • Any form of abuse, physical or verbal, towards any camper or staff member.
  • Any form of harassment, physical or verbal, towards any camper of staff member.
  • Bringing or consuming alcoholic beverages on camp property.
  • The use or possession of non-medicinal or non-prescribed drugs in any form on or off camp property.

3) Resignation:

  • If an employee wishes to terminate this agreement, two weeks' notice must be given in writing.
  • It is desirable that the employee stays until the end of the ongoing session for the sake of her campers.
  • Payment of honorarium will be pro-rated.

VII. Sickness and Medical Info:

1) Medical Form: Each employee that is currently taking prescription medication will present the camp with a medical form signed by a physician before arrival at camp. ALL staff must provide us with information regarding their medical history for emergency purposes, and bring their Provincial Health Insurance card with them (if applicable). The camp will cover medical expenses incurred as the result of injury in the line of duty during the period of employment.

2) Sick Leave: The camp is prepared to have an employee incapacitated for up to two days without loss of pay. More than 24 hours off duty may result in the loss of a day off. Employees who, in the opinion of the camp, or local CLSC, or hospital physician, will be incapacitated for more than five days may be relieved of employment.

VIII. Time Off:

1) Regular Time Off: Days off are chosen by a rotational system. We choose at least one week in advance of each day off.

2) Staff must inform the Director in advance of the regular choosing of days off of any special time off needed.

3) ALL STAFF, IF APPLICABLE, MUST HAND IN THEIR LESSONS PLANS 24 HOURS BEFORE THEIR DAY OFF. Failure to hand this in 24 hours before their day off may result in the loss of time off.

4) Every staff will be off for a day during staff training in June.

5) Every staff receives three full days off per one-month session: Ex: June 25th to July 21th you will receive three full days off. Full days off begin the night before your day off when your duties are finished until 7:15 am. the day after your day off.

6) For the mid camp period each staff will be off from Friday July 20th at 11:00 am until Sunday July 22nd at 4:00pm.

7) You can stay on camp property for your day off or you are free to leave. During mid-camp, staff are invited to stay at camp.

8) When leaving main camp property on time off, staff must “flip out” at the Cow Bung with the tag on their mailbox. This is so we are informed in case of an emergency. Staff must “flip in” these tags when returning to camp.

9) All staff members under the age of 18 are to inform the director of where they are going on their day off and with whom.

10) The director must have written permission from the parent or guardian of any minor staff if they are planning to go anywhere other than St. Donat on their day off. This permission must be handed in at least 48 hours before their day off.

For more information about Ouareau's day off policy, please contact staff@ouareau.com.

11) Special Leave:

  • An employee may be granted leave without pay at the discretion of the Director
  • Requests for such leave should be made as far in advance as possible

12) Emergency Leave:

  • In the event of a serious illness or death in the family, leave may be granted without loss of pay to a maximum of five (5) days.

IX. Visitors:

1) Staff may have visitors only during their time off.

2) Visitors Day and Change Over Day are for campers. Staff are not permitted to receive visitors on those days.

3) Visitors may be shown around the camp only after obtaining permission from the Director.

4) Unescorted guests are not allowed in camp.

5) Male visitors are not to be in the counsellors’ bungalow except to use bathroom facilities briefly – they must wait for you in the parking lot.

6) We regret that we are unable to provide meals or overnight accommodations for guests.

x. Duties & Reports:

1) All staff take part in rotational duties throughout the summer, as well as teaching and cabin duties.

  • These include Siesta, Night Duty, Shower supervision, Lunch duty, Breakfast duty, and Supper duty.

2) Duties are assigned on a rotational basis and careful records are kept to ensure that they are equally distributed.

3) All staff either head or assist at a camper table for meals..

4) These duties are fully explained in the staff manual.

5) As part of their agreement, staff may be required to be part of our maintenance, kitchen or childcare crew.

6) All staff members will be required to write and complete a variety of reports concerning campers & activities BEFORE they depart from camp.

XI. Policies related to campers:

1) Staff are expected to uphold camper regulations, which are required in the interest of happiness, health, safety and camp orderliness.

2) These camper regulations will be included in the staff manual.

3) All staff’s primary responsibility is to provide for the safety, health and well-being of each camper.

4) No staff may permit the possession or use of alcohol, tobacco or non-prescribed drugs by any camper.

5) No staff may borrow any camper clothing or possessions at any time.

6) No staff may conduct private activity with a camper in a “closed” room or private area. At least one other staff member or camper must be present in these situations.

7) Staff must be sensitive to the handling of certain controversial topics, opinions, and issue-based discussions involving campers, ensuring that they are conducted in a controlled setting and in an age-appropriate manner, and without staff lecturing or sermonizing.

XII. Internet, social networking, and blogging:

Camp Ouareau recognizes and respects the right of staff to use social networking sites (e.g. Facebook, MySpace, Twitter, etc.), personal websites, and weblogs as a medium of self-expression. All staff are to follow the “Professional Conduct Contract for 2015"

XIII. Public relations & Reputation:

1) Camp Ouareau’s employees represent the camp when both on and off camp property. Staff are expected to uphold a level of professionalism that reflects positively on the camp at all times while under the employment of camp.

2) Staff are given a camp uniform shirt with the logo upon arrival at camp, and have the opportunity to purchase camp clothing during the summer. Since camp caters to clients who are minors, staff are not permitted to wear apparel or bring equipment emblazoned with the camp name, logo, or any other representation of Camp Ouareau into any facility serving alcohol, with the exception of restaurants.

3) Camp Ouareau has been in continuous operation since 1922 and is one of the two oldest girls’ camps in Canada. We are well known in our community. The Ouareau community consists of many people: our campers, our parents, fellow staff, alumnae, neighbours, merchants in our town, the owners of our out-trip sites and people from other camps.

4) In Canadian camping as in any business, public relations are an integral part of current and future business.

This document's contents may be provided in French upon request