1035 Newfield Ave.

Stamford, CT 06905 Tel: (203) 487-0994 Fax: (203) 322-7900

daycamps@stamfordjcc.org

Letter of Employment

Dear Laura Milus,

Day Camps@The J is proud to be offering you a Junior Counselor position for the 2021 Camp Season.
We are excited to have you be a part of the team and are looking forward to working alongside you this
summer. Please review all information provided in this letter carefully, and put all the dates listed below in
your calendar now.

Please sign and return (keep one copy for yourself) along with Health Form, CT State Tax Form, and
Federal W-4 & I-9. This Letter of Employment must be signed and returned (either mailed or scanned and
sent as a PDF) to the Camp Office within 7 days of the e-mailed date.

Staff Orientation – June 8th, 10th, 14th – 16th 3:30 pm – 7:30 pm

The 2021 REGULAR CAMP SEASON is Monday, June 21 through Friday, August 13, 2021
8:20 AM to 4:20 PM. Camp is closed on Monday, July 5th. You are required to work on Friday, July 2nd.

Please mark your calendar / ALL dates are subject to change

Your Summer 2021 Compensation is as follows:

Base Salary: $1,200.00 + Completion Bonus: $200.00

Total Salary for Season: $1,400.00, plus gratuities.

Please confirm the following information is correct:

Cell # 2038079060 E-Mail: lauramilus14@icloud.com

It is mutually agreed as follows:

1. As an Employee of Day Camps@The J and the Stamford JCC known as “Camp” from here on, the
first priority is to ensure the safety and well-being of each of the campers every moment of every
day.
2. Completion Bonus is granted for employees who work the entire season and are not late to the
morning meeting. Staff members who miss days (not prearranged with the Camp Director), calls out
without a Doctor’s note, calls out repeatedly (with or without Doctor’s note) or is late more repeatedly
may lose their completion bonus.
3. All employees must be at Camp, in their staff shirt, name tag, ready to work (i.e. finished eating their
breakfast and drinking their coffee) with enthusiasm, smiles, and positivity by 8:20 AM each day.
 Employees must remain at the JCC until they are dismissed by their supervisor or the Camp
Director. Employees are required to remain on JCC premises at all times during work hours.
4. The JCC is not responsible for employees’ personal belongings while at Camp or on a trip. This
includes lost, stolen or damaged items and includes your vehicle parked in the parking lot.
5. Employees are expected to work the entire summer season stated above (No Camp Monday July
5th), unless prior arrangements are made with the Camp Director directly. Employees are also
required to attend all trainings, trips and late stays that pertain to them. There are no “days off” or
provisions for paid sick leave or emergencies. Salary is reduced on a per diem basis in the event of
an absence. Employees who are late or absent for any reason must call or email the Camp Director
ASAP.
6. Employees must present themselves as a positive role model to our campers and the rest of the
staff. Conversations at camp must be camper age appropriate. There will be no discussions
concerning politics, sex, drugs, alcohol use, smoking or other adult themes.
7. The use of alcohol or controlled substances at the JCC or prior to coming to Camp is absolutely
forbidden and is grounds for immediate dismissal. Smoking or vaping is not permitted at any time.
Any staff member suspected of being under the influence or found to be using drugs, alcohol or
smoking during Camp hours will be immediately dismissed and if pertinent, law enforcement will be
notified.
8. Be accepting of, and sensitive to, the diverse racial, national, sexual orientation, gender identity,
religious and cultural backgrounds of everyone at camp. The JCC honors Jewish tradition and
culture, including Shabbat and Kosher dietary laws. We expect counselors to respect and participate
in these traditions while at Day Camps@The J.
9. Employees recognize that their conduct when they are away from the JCC premises also reflects on
our Camp and JCC. Any issues and/or information regarding the Camp and/or its participants should
not be referenced at all outside of camp. This includes speaking to the news media and on: the
internet, social media such as Facebook, Instagram, Snapchat, Tik Tok, Tumblr, Twitter, etc.
10. Any information concerning campers, their families or events that happen while at camp or on trips
are strictly confidential and is not to be shared outside of camp. All camper lists and/or camp
intellectual property are owned by Day Camps@The J and cannot be used anyway anywhere else.
11. Any information or issues that happens during the camp day must be communicated to your
immediate supervisor and/or the Camp Director and not directly to the Camp parents. Communicate
with Camp families directly via phone, email or social media is not allowed. All communications must
go through the office. If a Camp parent contacts you, notify the Camp Director immediately.
12. There is no permitted use of any electronic devices (cell phones, iPods, iPads, smart watches, etc)
while working at Camp. If the employee is on a device, the device will be confiscated and returned
after the staff has been dismissed for the day. Multiple (more than once) infractions are grounds for
dismissal. We advise that employees distribute the Camp office number to their families. In case of
an emergency, administrators will get the employee to a phone immediately.
13. Employment is not guaranteed. Employment status is subject to change on Day Camps@The J and
the Stamford JCC being permitted to open and is also based on the enrollment of campers. The
dates of camp listed above are also not guaranteed and could be subject to change.
14. All employees are required to have a watch on them every day of Camp to tell the time. Cell phones
CANNOT be used as a timepiece.
15. Employees are expected to share responsibility for maintaining the camp’s grounds. Participating in
picking up after your campers, picking up cups on the ground, cleaning lunch tables, disinfecting and
properly storing equipment should be expected.
16. The Camp dress code is as follow: A Day Camps@The J Staff shirt (not altered, cut, colored or
modified in any way), appropriate shorts or pants (if cold), and closed toe shoes that are suitable for
active participation in various camp activities. Flip-flops or sandals can be worn between the locker
room and the pool only. Employees must wear a bathing suit and swim cap in the pool. Those who
identity as male employees must wear swim shorts and those who identity as female employees are
required to wear a one-piece or a tankini suit that covers the entire midriff at all times. It is required
that all employees adhere to the camp dress code at all times; those who don’t will be sent home to
change and their salary prorated for the day. Multiple infractions are grounds for dismissal. Wearing
revealing, low-cut, inappropriately tight and/or short clothing is prohibited. Piercings and tattoos are
subject to determination by the Camp Director as to whether they need to be covered or removed
 (piercings).
17. Abusive language, any form of corporal punishment and/or embarrassment in your dealings with
campers or other staff is strictly prohibited and grounds for immediate dismissal. This includes, but is
not limited to, striking a child, horseplay and pushing or throwing anyone into the pool. Negative
punishment such as taking away bathroom breaks, food, drink, or making campers do physical
activities (i.e. pushups) is not permitted.
18. There will be no use of vending machines or the Café during Camp. Employees may purchase food
from the vending machine or Café before Camp begins and/or the staff is dismissed for the day.
19. Employees are paid four times throughout the summer on July 15th, July 30th, August 14th and
August 31st. Pay is prorated based on attendance during that time period. Besides a signed copy of
the Job Statement, all employees must submit a W-4 with their Social Security Number on the form
and an I-9 Form. NOTE: Payroll is not always based on a two week pay period.
20. Camp is dependent upon the maturity and high performance of each staff member. In the event that
the performance is not up to required standards, Camp reserves the right to dismiss the employee
without notice. If dismissed for any reason, the employee will be paid only through the date of their
last day of employment. An employee who desires to end their employment must give at least two
weeks’ notice. The JCC reserves the right to ask the employee to leave on the same date notice is
provided.
21. The Stamford JCC is a safe work environment free from discrimination and/or harassment.
Harassment can include but is not limited to: slurs, epithets, threats, derogatory comments, and
unwelcome jokes, which would make a reasonable person experiencing such harassment
uncomfortable. Additionally, harassment includes verbal, visual and physical conduct of a sexual
nature including sexual advances, requests for sexual favors, or other conduct such as uninvited
touching and sexually-related comments. Violation of this may lead to disciplinary action, up to and
including immediate termination.
22. Employees are responsible for providing their own transportation to and from the JCC. All staff will
remain on site until their supervisor has dismissed them, including staff who are carpooling with
campers or using public transportation.
23. A staff member who is unclear as to their responsibilities should clarify them with their supervisor or
the Camp Director.

Other Items:

Employee understands that they are an at-will employee and that any agreement to the contrary
must be in writing and signed by the Camp Director.
The employee will make themselves knowledgeable of all Camp rules and follow all of them.
The employee knows that health insurance remains the responsibility of the employee.
The employee understands that they cannot contact campers directly by phone or social media
platforms.
The employee permits the use of photography and video during Camp, to be used in promotional
materials.
The employee understands that their employment and all details (including financial) will be
confidential and are to be discussed between the Camp and the employee only.
The employee has never been the subject of a physical or sexual abuse charge, and agrees to any
criminal and other background investigative checks, now or in the future to ensure the safety of the
campers.
The employee has read this Job Statement and agrees to all and also agrees to submit all forms
(W-4 with their Social Security Number on the form and an I-9 Form) required by the Camp Director.

Employee’s Printed Name: Laura Milus

_____________________________________________

Employee’s Signature: ______________________________________________

06/01/2021
Date:___________________

Parent/Guardian Signature: ________________________________________________

(if employee under 18 yrs of age)