Campstaffmanual2023 SM

Summer 2023
CAZADERO
PERFORMING ARTS CAMP
Carolyn Niehaus-Owen, Camp Director Jonathan Knight, Assistant Camp Director

Arturo Garcia and Molly Westlake, Deans Vaughn Goshert and Wyatt Sanders, Facility Leads
Pat Shelby, Head Chef Shelby Baxter, Office Manager
Camp Office: P.O. Box 140, Cazadero, CA 95421 ~ 707.632.5159
Emily Wainacht, Executive Director Emily Brockman, Camp Registration Manager

Debbie Buracker, Bookkeeper & Office Manager
Berkeley Office: P.O. Box 7908, Berkeley, CA, 94707 ~ 510.527.7500

The fact that children can make beautiful
music is less significant than the fact
that music can make beautiful children.
–Cheryl Lavender
Table of Contents
SECTION 1: GENERAL INFORMATION & POLICIES – page 1
Daily Schedules and Calendar

Camp History and Background
A letter from a camper parent
Camp Policies for Staff
Camper Rules (to be read by counselors on first day)
Days Off Policy and Camper Unit Coverage
Hand Washing for Health
Strangers on the Grounds
Camp Telephone Policy
SECTION 2: CAMP PHILOSOPHY AND RESOURCES FOR STAFF – page 14
Understanding Personality
The Learning Curve: Four Stages of Knowledge
How to Get Off to a Great Start
How to Make It Through the Summer
How to Deal With Homesick Campers
Suspected Child Abuse and Neglect
Illegal Substance Use and Possession
Conflict Resolution: the LEAPSS system
Correcting Camper Misbehavior
Sexual Harassment
Ten Commandments of a Counselor
SECTION 3: JOB DESCRIPTIONS – page 29

Faculty
Music Instructor
Counselor & C.I.T.
Dean
Dining Room Supervisor
Dining Room Crew
Utility Crew
Health Officer
Office Manager
Camp Clerk
Special Notes for Music Staff
Special Instructions for Counselors
Music Instructors’ Responsibilities When Subbing for a Counselor
SECTION 4: EMPLOYMENT POLICIES AND PRACTICES – page 43

Employment Relationship
Commencing Employment
Payroll
Personnel
CazPAC Facilities
Benefits
Termination
SECTION 5: PERSONAL INVENTORY – page 65

Section One:
General Information and Policies
Knowledge is power.
-Francis Bacon
Failure comes ONLY when we forget

our ideals and objectives and principles.
- Jawaharial Nehru
1
2023 Music Camp Calendar
Orientation for New Staff: Saturday, June 17

Orientation for New and Returning Staff: Sunday, June 18
Young Musicians Session Begins: Monday, June 19
Young Musicians Session Concert: Saturday, June 24
Break
Middle School Session “A” begins: Tuesday, June 27
Mid-Session Concert: Sunday, July 2
Middle School Session “B” begins: Monday, July 3
Middle School Session Final Concert: Saturday, July 8
Break
Junior High Session Begins Tuesday, July 11
Junior High Session Final Concert: Saturday, July 22
Break
High School Session Begins: Tuesday, July 25
High School Session Final Concert: Saturday, August 5
2
DAILY SCHEDULES
(subject to change)
CAMPER ARRIVAL DAY
8:00 breakfast
8:30 staff meeting
10:00 - 12:00 CAMPERS ARRIVE
12:00 lunch
1:00 unit meetings
1:45 shell meeting
2:30 auditions & recreation
5:00 dinner
6:00 rehearsals
7:30 evening activity
TAPS (Y.M. 9:00; M.S. & J.H. 9:30, H.S. 10:00)
MID-SESSION MONDAY, Middle School Session
8:00 REVEILLE
8:30 Breakfast & clean-up
10:00 Morning activity, Middle School “B” Campers arrive
12:30 Lunch & rest period
1:00 Unit meetings
1:45 Shell meeting
4:00 Guest artist concert
5:00 Dinner
6:00 – 7:15 Auditions
7:30 – 9:00 Rehearsals
9:30 TAPS
MID-SESSION MONDAYS (Junior High & High School Sessions)
8:00 REVEILLE
10:00 Morning activity
2:00 Afternoon activity
4:00 Guest artist concert
5:00 Dinner
6:00 rehearsals
TAPS (J.H. 9:30, H.S. 10:00)
3
REGULAR CAMP DAYS (Young Musicians Session)
7:00 REVEILLE
8:30 – 9:30 All Camp Choir
9:45 – 10:45 Elective class
11:00 – 12:00 Rehearsal #1
1:30 – 2:30 Recreation
2:45 – 3:45 Rehearsal #2
3:45 – 4:45 Recreation
5:00 – 6:00 Rehearsal #3
6:15 dinner
9:00 TAPS
REGULAR CAMP DAYS (Middle School Session)
7:00 REVEILLE
8:30-9:25 All Camp Choir
9:35-10:30 Elective class
10:45-12:15 rehearsals
12:30 lunch & rest period
1:45-3:15 recreation
5:00-6:00 free time
6:00 Dinner and evening activity
9:30 TAPS
REGULAR CAMP DAYS (Junior High Session)
7:00 REVEILLE
8:30-9:25 Instrumental master classes
5:00-6:00 free time
9:30 TAPS
4
REGULAR CAMP DAYS (High School Session)
7:00 REVEILLE
8:30-9:20 Instrumental master classes
5:00-6:00 free time
9:30 - 10:00 TAPS
DAY BEFORE CONCERT (YM, MS)
Normal morning classes & full rehearsal.

12:30 lunch
Dress Rehearsals in the Shell:

1:30 – 2:15 Concert Band
2:30 – 3:15 Orchestra
3:30 – 4:15 Jazz Ensemble
4:30 – 5:15 Piano
5:15 – 6:00 Guitar
CONCERT DAY (YM, MS)
8:30 All Camp Choir dress rehearsal

10:30 Guitar & Piano concert
11:30 All Camp Choir concert
12:00 lunch
1:00 Jazz Ensemble, Orchestra, Concert Band performance
5
DAY BEFORE CONCERT (JH & HS)
Normal morning classes & rehearsals

12:30 lunch
Dress rehearsals in the shell:

1:45 – 3:00 concert band
3:15 – 4:30 orchestra
4:45 – 6:00 jazz band
*During this time, campers not in rehearsal may recreate. Piano & guitar programs are
free to set their own rehearsal schedules.
6:15 dinner
CONCERT DAY (JH & HS)
7:00 reveille
7:30 breakfast
8:30 – 10:00 guitar & piano dress rehearsal in shell
10:30 guitar & piano performance
12:00 lunch
1:00 jazz band, orchestra & concert band performance
6
_______________
A real tradition is not the relic of a
past that is irretrievably gone; it is a living force
that animates and informs the present...
Far from implying the repetition of what has been, tradition
presupposes the reality of what endures.
It appears as an heirloom, a heritage
that one receives on condition of making it bear
fruit before passing it on to one’s
descendants.
- Igor Stravinsky, from Poetics of Music
_______________
7
CAZADERO CAMP HISTORY AND BACKGROUND
Cazadero Camp was leased to the City of Berkeley by Judd and George
Montgomery in 1927 for $150 per year with an option to purchase. The
purchase of the 50-acre campsite was negotiated in 1929 for the sum of
$25,000 and the camp was formally dedicated on June 15, 1929.
Cazadero Camp was originally designed and constructed to meet the needs
of family campers. In 1936, a children's program was initiated in connection
with family camping. Family camping at Cazadero decreased in popularity,
and it became necessary to further promote the children's camping program
to fill the camp and make it financially viable. Adult campership declined
and consequently, the family camp was discontinued entirely in 1956.
The idea of a music camp was proposed by Robert Lutt, Director of Bands at
Berkeley High School. The pilot program in 1957 was an immediate success.
Two years later, two sessions were reserved for music camp. By 1961, over
300 campers were attending the popular music program. In 1964, the music
program was extended to four 12-day sessions. From 1966-1975, Cazadero
Music Camp served 600 young musicians every summer, and had to turn
many campers away because of lack of space. In 1975, Bob Lutt moved his
program to a camp near Mendocino, under the name of Mendocino Music
Camp.
The program then moved to the Athenian School in Danville, and finally to
the San Domenico School in Marin County, where it became known as the
Meadowood Music Camp.
Bob Lutt retired his summer music camp operation in 1986.
In 1994, Bill Lutt, son of Bob and Beth and ex-Cazadero staffer himself,
contacted a group of 50 Cazadero alums with a simple proposal: restart
Cazadero. This group of passionate, dedicated volunteers rolled up their
sleeves, and Summer 1996 marked the inaugural season of the re-born
Cazadero program: 323 young music campers made music again under the
towering redwoods. Now, Caz hosts 7 weeks of young people’s music
sessions, 2 one-week family camp sessions, and a variety of specialty
programs.
8
A LETTER FROM A CAMPER PARENT
Dear Cazadero staff member:
I am entrusting my child to your care for the next two weeks. I do this willingly, but with concern and a
degree of potential trepidation.
You see my child has a priceless possession - her spirit. My role has been to nurture and protect it. I want
you to be sure to do this as well. Therefore, let me offer a few suggestions that may help you to
understand and appreciate her, and be the kind of supportive guide she needs as the two of you begin
this adventure together.
First of all, I ask that, above all, you cherish and preserve her spirit. She may not be the most talented
musician in camp, but the lift of her spirit will be as radiant as any. It glows when praise and
encouragement are offered; it withers when disparagement and humiliation prevail.
Her spirit will either carry her forward into a life where she will apply her energy with a purpose, caring,
and a goal for achievement, or into a future where she will settle for routine and mediocrity. I want her to
run toward challenges, not away from them. I want to test her strength against the harsh realities of life,
imbued with an inner courage that tells her she can overcome whatever obstacles she encounters. Please
help her spirit grow.
Her self-esteem is emerging. She is attaining a sense of self as she begins to grasp who she is and what
she can do. But her developing self is fragile, her steps are tentative and she will need your hand.
Encourage her as she gropes her way forward, crawling when she should run, and passive when you
know she should lead. She is young, after all, so inconsistency is her standard behavior.
Discover her skills, boost her abilities and cheer her accomplishments while quietly identifying her
limitations. Then help her improve, circumvent, or overcome whatever it is that impedes or blocks her
progress. She knows better than you how to overcome them. Please be her caring assistant.
My child is coming to you eager to learn. Do not, I beseech you, disappoint her. Make her experience
stimulating and enjoyable. Place her learning as a higher priority than your teaching, and make her and
her fellow campers the focus of your efforts.
Finally, help her discover the wonder and excitement of self-knowledge so that at the end of the session,
she has a better understanding of what she can and cannot ask herself to do. I want her to leave your
camp more confident in her abilities to succeed, more competent as a learner and person, and better
prepared to take the next steps in life.
You see, this summer you will become one of the most important persons in her life. She will decide to
emulate your values and standards or reject them. She will respect and remember you for the rest of her
life, or she will dismiss you and feel disheartened for what you refused to give her. I sincerely want you to
be the subject of her admiration - it will be up to you.
Oh yes, and when your time together is completed, give her a hug and thank her for being part of your life,
as I hope to thank you for being part of hers.
With love and hope,

Her father
(This widely circulated letter originally appeared in The Joyful Child Journal,
and has been modified for use in this manual)
9
CAMP POLICIES FOR STAFF
Please observe the following policies to help ensure that camp runs safely and smoothly.
Campers come first. Our first responsibility is the safety and welfare of the campers that parents
and guardians have placed in our care. Make all your decisions in light of how the campers will be
affected. You cannot put your personal wants and needs ahead of your camp responsibilities.
Cazadero is a smoke-free, drug-free workplace. All staff members face dismissal for possession
of illegal drugs, marijuana or alcohol (see the Employment Policies and Practices section of this
manual). Because of the constant fire danger, staff members who smoke are asked to do so only
at designated areas when they are not on duty. (EP&P IV.B. & V.L.)
Sexual harassment, acts of violence, theft, or vandalism will not be tolerated.

(EP&P, I.C. & IV.A. & V.A. & N.)
Be sensitive to the needs of transgender and gender-nonconforming campers.

(EP&P, I.D.)
Stay on CazPAC property at all times while on duty. Please do not leave camp when you have
job responsibilities without first getting permission from the Executive Staff. Failure to do so can
result in immediate dismissal. (EP&P IV.C.)
Be on time for all scheduled camp activities. Please do your part to see that activities you oversee
start and end promptly. Teach the campers and exemplify to them: “ON TIME IS LATE; EARLY
IS ON TIME.” (EP&P IV.C.)
Please stay out of the kitchen. Besides being distracting to the kitchen staff, it could be dangerous
to you! If you need something, please ask a kitchen worker to assist you.
When you hear the fire horn, IMMEDIATELY stop what you're doing and come to the
designated assembly area. (This is the blacktop by the dining hall, or the parking lot if you are
on the Highway side of the creek.) There will be a fire drill early in each session at which
appropriate procedures will be explained.
Treat everyone with the same respect that you deserve. Be patient, kind, and solution-oriented.
Deal with little problems before they become big ones. When appropriate, seek the help of your
supervisor to solve interpersonal conflicts. “There are no problems, only solutions…”
Everyone's job is equally important at camp. Regardless of pay or title, each person's job is
essential to the success of the program. We all need each other to make camp work.
Romantic relationships at camp must not interfere with your job. Some of you may have come
to camp already involved romantically with a fellow staff member, and some of you may become
involved over the course of the summer. Please see that your relationship doesn't prevent you
from being fully committed to camp life and your specific job responsibilities.
Study this manual. You are responsible for thoroughly familiarizing yourself with this
material, including the Employment Policies and Practices section of this Manual. WHEN IN
DOUBT, ASK!
Setting an example is not the main means
of influencing another, it is the only means. - Albert Einstein
10
CAMPER RULES
(to be read to campers on arrival day)
1. Your Counselors and CITs are in charge. Do what is asked of you by your
Counselors and CITs, unless you think it is bad for you or wrong. If you are asked
to do something you feel is not right, talk to a Dean.
2. When you hear the fire horn, IMMEDIATELY stop what you're doing and come to
the designated assembly area. (This is the blacktop by the dining hall, or the parking
lot if you are on the Highway side of the creek.) There will be a fire drill early in
each session at which appropriate procedures will be explained.
3. Swimming in the pool is only allowed at camp recreation times when there is a
Lifeguard present. Stay away from the creek unless you're with a Counselor or
CIT during creek walks or recreation times.
4. Boys are not allowed in Girls Camp, and girls are not allowed in Boys Camp.
5. For your safety and protection, never leave camp without permission. Stay within
the camp boundaries at all times.
6. Be on time to all meals and activities.
7. Stay healthy: drink lots of water, wash your hands before meals, get plenty of
sleep.
8. Do not hit fellow campers in anger, or even in fun.
9. Do not litter.
10. Matches and lighters are not allowed in camp. Counselors will take away any of
these items they find.
11. Do not store food in the camper unit unless it is in a secure container so as not to
attract animals and insects. Food may not be taken from the dining hall to your
unit.
12. Never flush anything down the toilet other than toilet tissue.
13. Do not enter your Counselor's and CIT's tent or dorm room unless asked to do
so.
14. Do not touch anyone else’s personal belongings, especially instruments, without
permission. This includes pianos and percussion instruments.
15. Wear closed-toe shoes at all times. (Exceptions: walking to the shower or pool.)
16. You will be sent home immediately for any of the following reasons: use or
possession of any illegal substances including alcohol; theft; vandalism; fighting.
11
DAYS OFF POLICY AND CAMPER UNIT COVERAGE
In between sessions, most of the staff will have two days off. Under-18’s must leave camp during
this period. If returning to camp the night before the next session starts, under-18’s must remain
in camp. All camp rules and policies apply all of the time whether or not a camp session is in
progress.
On the first night of a session, the evening after the mid-session concert in a 12-day
session, and on mid- session Monday evenings, the lodge and dining hall are CLOSED
AFTER TAPS. Under-18’s must remain in their tent or dorm room.
When one person in a Counselor/CIT pair has the night off, the other must remain in the
unit for the evening. After Taps there will always be one Counselor present for every two
clustered counseling groups. Two CITs in a cluster do not equal one Counselor.
During the 12-day sessions every Counselor and CIT will have one day off, to be arranged
by the Deans. Days off begin at 5:00 pm. Days off end at 5:00pm the following day. The
Deans will assign a Music Instructor to cover the unit in the counselor’s absence.
During the 12-day sessions, Music Instructors and Faculty may take the evening off
following the mid- session Sunday concert, and have the day off on Monday. They should
return to camp by dinner at 5:00 PM on Monday to assist with preparation for evening
rehearsals.
On camper arrival days all staff must be present for an 8:30 AM staff meeting!
HANDWASHING FOR HEALTH AT CAMP

“Spread Happiness, Spread Good Will, but Don’t Spread Germs”
All staff and campers are required to wash their hands frequently with soap and water,
scrubbing for at least 20 seconds.
Handwashing breaks are built into the daily schedule, providing time for campers and
employees to wash their hands throughout the day. Hands should also be washed
before and after eating, drinking, break times, and after touching your face or using the
restroom.
Counseling staff and deans should make sure that all campers have clean
hands before entering the dining hall. Everyone coming through the serving line
and everyone sitting at the same table touches the same objects. Lack of
sanitation means disease can be spread.
Hand sanitizer is available in every work/activity space. Campers and staff are required
to sanitize their hands before entering any building, and again upon exiting.
12
Converting Caution into Hospitality:
“STRANGERS ON THE GROUNDS”
On camper arrival day and concert days, Caz is a very public place, with lots of people coming
and going. During camp sessions, however, the only people who are supposed to be on site are
campers, staff, and individuals who specifically have the permission of the Camp Director to be
here. Because we don't live in a perfect world, we have to be very cautious about any stranger
who enters camp. Of specific concern is the angry non-custodial parent who might want to
kidnap her/his child, and the most obvious risk: the stranger intent on abducting any
unsupervised camper.
Balancing caution is the need to be hospitable and gracious once we verify that someone has a
valid reason to be on the grounds. Potential donors, volunteers, Caz alums, Berkeley officials,
future conductors, and all kinds of "angels disguised as strangers" may be found wandering
around.
But angel or not, the procedure for verifying the status of every stranger is the same: Politely
introduce yourself to any strangers, and escort them to the Camp Office to check in as guests.
Introduce them to a member of the Executive Staff. In the process, engage visitors in conversation
and try to find out who they are and why they've come to camp.
You need to know that parents have been told they should not come to visit their children, except
on concert days. So if someone claims to be a camper's parent in the middle of the week, be
immediately suspicious. In an emergency, a parent probably would have called us first, so also
be wary of an emergency story. Get the visitor to a member of the Executive Staff as soon as you
can, even if it makes you late to a rehearsal or another task.
Once we've verified that the person is okay, hospitality is then the name of the game. Depending
on the time of day and the kitchen situation, a member of the executive staff will invite him to
dine or take her on a tour of camp.
Remember: No parent should be at camp except on concert days, and no one should ever be
taken to a camper directly, even if he or she uses the right name and say it's an emergency.
Always check a stranger in. Always be polite, but always err on the side of camper safety.
CAMP TELEPHONE/INTERNET POLICY

The camp business line (707-632-5159) is to be used during business hours for urgent
incoming messages only.
There is a staff-only phone for outgoing calls in the Lodge that may be used for
domestic calls only. International calls require a calling card, available in the camp store.
Cell phones and pagers generally do not function at camp.

The computer in the office may be used for internet access subject to availability and only
during non-business hours.
Act as if what you do makes a difference. It does.
- William James
13
Section 2:
Camp Philosophy
and Resources for Staff
Our deepest fear is not that we are inadequate. Our deepest fear
is that we are powerful beyond measure. It is our light, not our
darkness that most frightens us. We ask ourselves, Who am I
to be brilliant, gorgeous, talented, fabulous? Actually, who are you
not to be? You are a child of God. Your playing small does
not serve the world. There is nothing enlightened about shrinking
so that other people won't feel insecure around you. We are all
meant to shine, as children do. We were born to make manifest
the glory of God that is within us. It's not just in some of us; it's
in everyone. And as we let our own light shine, we unconsciously
give other people permission to do the same. As we are liberated
from our own fear, our presence automatically liberates others.
Maryanne Williamson (quoted by Nelson Mandela in his inaugural speech, 1994)
14
UNDERSTANDING “PERSONALITY”
We are not all the same! Different people behave in their own unique ways even under
the same conditions and circumstances. Some of these behaviors are learned, but the
majority is more likely “hard-wired” in our brains from a very early age. It’s important
to try to understand personality differences in order to avoid misunderstandings and to
create truly harmonious relationships. What follows here is a kind of summary and
recap of the “Personality Profile” workshop conducted as part of the staff orientation. If
you missed that, you should ask for the worksheets.
Why do we need all four personality types?
the MELANCHOLY personality: the T hinker
the SANGUINE personality: the E nergizer
the CHOLERIC personality: the A chiever
the PHLEGMATIC personality: the M ediator
How to recognize one if you are not

A POWERFUL CHOLERIC person is strong-willed, confident, and a born leader;
can also be bossy, argumentative, impatient or restless.
A PEACEFUL PHLEGMATIC person is easy to get along with, quiet but

witty, calm and collected; can also appear to be lazy, uncommunicative or
indecisive.
A POPULAR SANGUINE person can be fun loving, enthusiastic, spontaneous,

and charming; but also may be self-centered, forgetful, disorganized or vain.
A PERFECT MELANCHOLY person is often serious and analytical, conscientious,

orderly, and idealistic; also can appear to be pessimistic and negative or to have
low self-esteem.
15
WHEN DEALING WITH A…. WHAT THEY NEED FROM YOU IS….
…. Praise for their accomplishments; help with being organized and

Popular Sanguine
punctual; variety rather than routine; understanding that they thrive
on attention….
…. For you to be clear and firm with them (or they will not respect
Powerful Choleric
you); understanding that they are not naturally compassionate, but
do not mean to be hurtful….
…. Help with setting goals and making decisions; positive,

Peaceful Phlegmatic
supportive motivation; understanding that they are not naturally
enthusiastic or excitable….
…. Organization, direction, and above all, sincerity; understanding

Perfect Melancholy that they enjoy a quiet moment now and then, and that they are
prone to depression….
IF YOU ARE A…. ….THEN YOU MAY WANT TO CONSIDER….
Perfect Melancholy …. Relaxing your unrealistic expectations of yourself and others; looking for
the positive in every situation; being spontaneous once in a while….
Popular Sanguine …. Letting someone else do the talking; putting others’ needs ahead of yours;
growing up a little….
Learning to communicate your feelings; being more decisive; getting off your
Peaceful Phlegmatic
duff….
Admitting you may be wrong now and then; learning to apologize;

Powerful Choleric
understanding that not everyone who disagrees with you is an idiot….
Source: Personality Plus, by

Florence Littauer
This above all: to thine own self be true, And it must follow, as the night
the day, Thou cannot then be false to any man.
-Hamlet, Act I
16
The Learning Curve: Four Stages of Knowledge
Incompetence; Dependence
Unconscious Incompetence - You don’t know you don’t

know
The enthusiastic beginner: you are excited but have little knowledge
Conscious Incompetence - You know you don’t know
The disillusioned learner: you are learning the task is harder

than you thought
Conscious Competence - You know you know
The capable but cautious performer: you know how to do it but

you are still self-conscious
Unconscious Competence - You don’t know you know
The self-reliant achiever: you are confident, motivated,

and have the necessary skills
Competence; Independence
Education is learning what you didn't even know you didn't know
- Daniel J. Boorstin
17
HOW TO GET OFF TO A GREAT START EVERY
CAMPER SESSION:
Smile - a lot! Would fortune 500 companies spend thousands

of dollars every year training their service employees to smile if they
didn’t believe it affected their bottom line? Of course not! The bottom
line for us is relationships, whether with colleagues, campers, camper
families, or this week’s conductor.
When relationships work, camp works. Can you think of a better way
to begin or renew a relationship than with a smile?
Make eye contact & Move toward people. These actions

personalize the contact and focus the communication. New campers
may not want to make eye contact right away, but do this anyway.
Introduce and Include. Learn your campers’ names right away.

Introduce them to other campers and staff. Keep an eye out for the
lonely camper and make sure they are involved in activities.
Learn about your campers and colleagues. Listen to their stories. Ask
questions. A person’s favorite topic of conversation is always -
themselves! By the way - we tend to listen better when we’re not
talking.
Encourage and be Enthusiastic. Use positive reinforcement rather

than criticism whenever possible. And being "enthusiastic" does not
mean being a cheerleader, especially if this does not come naturally
for you: just be energetic, dedicated, and expect good things to
happen every day.
Nothing GREAT was ever

achieved
without ENTHUSIASM.
- Ralph Waldo Emerson
18
HOW TO MAKE IT THROUGH THE SUMMER
Remember that every camper is someone else’s child.

Interact with campers as though their parents were present. Their physical and emotional
well-being are our responsibility while they are here and their families expect that we will
take good care of them.
Understand that we are works in progress, not finished products.

Patience and sensitivity are always good investments. As we help campers grow - we do too!
Look for the best in each other.

Help others build on their strengths; don’t magnify their weaknesses.
Be a role model and a leader.

Campers and colleagues alike will be more likely to do as you do, not as you say. The
more you show them how to be, the less you have to tell them. Leaders don’t just do
things right... they do the right things.
A professional is someone who can do his best work

when he doesn't feel like it.
- Alistair Cooke
But, don’t be the "Lone Ranger."

This staff functions best when we work as a team. Know who your go-to people are
and ask for help when you need it. TEAM also stands for Together Everyone Achieves
More - and there is no "I" in TEAM.
Be a thermostat, not a thermometer.

Don’t merely reflect the environment around you - influence that environment! Dare to
be "up" when things really seem "down."
Take time to "recharge your batteries."

It’s tempting to put in a full day on the job and then socialize until late in the evening.
And you should strive to get the most out of your time at camp - the good times we enjoy
here are what keep people coming back year after year. But remember, even the
Energizer Bunny runs down eventually! If you take care of your health and pace yourself,
you will enjoy the whole summer, not just the part before you got sick.
19
Music
expresses that
which cannot be expressed,
And on which it is impossible

to remain silent.
- Victor Hugo
20
HOW TO DEAL WITH HOMESICK CAMPERS
The following excerpts are taken from the book, How to Be a Great Camp Counselor.
While counselors and CITs are “front line” on camper homesickness, any staff member
could potentially come in contact with a homesick camper, and thus be in a position to
help. Therefore all camp staff should review this information.
There is a word that is never mentioned during camp, at least within earshot of any camper. The
very mention of it causes a problem. If you plan ahead and are ready for it, it need not be a
problem at all. Since the word cannot be used, let’s call it “it.”
For you who are new on the camp scene, the “it” is sometimes spoken right out loud by parents.
That’s right! In the very presence of the child himself, the parent will even dare to suggest the
possibility that their dear little child might become - homesick.
What causes “it”? A child’s (or teen’s) family is his emotional support. This emotional support is
taken for granted until the child finds himself removed from it. For many, camp is his first
experience of separation. When at camp, the child may suddenly sense being stranded, alone.
The people he is used to having available are not there. PANIC! “I want to go home! I want my
mama!”
The feeling itself is quite real. “It” usually hits in the pit of the stomach and takes over the whole
being. However, “it” is primarily a mental/emotional problem and not physical. The real solution
lies in solving the real problem.. The problem is a breaking away from traditional emotional
support. The solution is growth toward independence and establishing a new emotional support.
This new support system starts when the child comes into camp. Here’s what to do..
Make him (or her) feel welcome and never allow him to be lost in the shuffle. Know his name,
accept him, show him that you really care.
The day has just ended. It is getting dark. The whole camp family is walking toward their various
sleeping quarters. “It” suddenly strikes Karen as she begins to think of her usual night routine at
home. Darkness, cabin, trees, sounds, no dog, no mamma - PANIC! PAIN! TEARS! Then you
come along side with a firm arm around the shoulder.
“Karen, wasn’t that a neat story Dean Molly told us at the campfire tonight?” Her mind is in neutral
or stalled out on self. “We aren’t finished yet. Lots of girls like the special time we have at the
unit.” Then you go on to dispel her fears by telling her exactly what will happen next. Reassure
her of your presence all the time, tell about the funny thing that happened last week, talk about
that special day coming up tomorrow. Above all, keep her moving and thinking about camp. With
children that’s all it will take. The sobs might last until sleep comes. You should step over to her
bed after “lights-out” and reassure her of your presence and care.
Never mention or talk about home at all. The next day at lunch (because Karen is tired and her
21
resistance is down) “it” starts all over again. Normally, just repeat what you did yesterday. Stall
for one more day. “Let’s get through today and then see how we feel.” But let me take it a step
further.
Let’s assume Karen is something of a problem. She starts to make a scene - will not eat, sobs
continually, and insists on calling home and getting picked up today.
What to Do with a Camper Who Insists on Calling Home
For the camper who has his mind set on calling home and/or going home, there is one basic
approach that rarely fails.
You have already been kind and loving, so now you turn into a mild disciplinarian. With firmness
that cannot be doubted, you look straight into those bloodshot, teary eyes and overlook the curled
lip, and say: “For your benefit, you CANNOT call home and you are not going home. So dry up
those tears and get back with your cabin mates. You are staying. Is that clear? Then let’s get
going.” This mild “get tough” approach works MUCH more effectively than piles of sympathy. In
fact, using the motherly approach will definitely aggravate the problem. Cutting off all hope of
going back to the home support forces the child to strengthen himself and stand on his feet in a
new context.
Another major help is to guide the camper into helping other campers. This takes the focus off
himself. There may be a project or some need that he can meet. Some counselors are quite
effective with this type of reasoning: “I’ve noticed that Jim is new at ping pong. You seem rather
good. Would you play with him and help him practice?” If this problem is mishandled, and the
child does go home, it may be difficult for the child to try a sleepover camp again.
If we were to take this problem one step further, we would have a totally different problem. Very
few children take the “it” problem to an extreme. Those who do go to an extreme will not eat right,
will not listen in meetings, will insist on their own way, will not try to get over it, and will demand they
be allowed to phone home. If you find yourself with such an obstinate child as this, send him to
the Director. He is a discipline problem and needs to be handled as such.
In summary, two things bring on the problem of homesickness. The first we have already
discussed - an honest problem you can solve by establishing a new emotional support framework
with the individual camper.
The second is the parent. With rare exception the really chronically-ill children were
preprogrammed by the parents. Parents will bid the child adieu with parting promises, such as
“I’m as close as the phone. Just call me if you get (it)”. Then there was the parent who wrote about
how everyone at home missed him “and even the cat misses you.” If the parent wants to destroy
a child this way, there isn’t much you can do. But try anyway, for the child’s sake.
The proper time to influence the character of a child is

about 100 years before they are born. - William Ralph Inge
22
Suspected Child Abuse and Neglect
Mandatory reporting of suspected child abuse or neglect is required under the California Child Abuse and
Neglect Reporting Act. A mandated reporter is legally required to report if they know of, or have
“reasonable suspicion” of, child abuse or neglect encountered in the scope of their employment. All Camp
Staff should assume that they are mandated reporters.
What is “Child Abuse or Neglect?”
The California Child Abuse and Neglect Reporting Act defines “child abuse or neglect” to include:
• “physical injury or death inflicted by other than accidental means upon a child [under age 18] by
another person”;
• emotional abuse;
• sexual abuse (including sexual assault, sexual exploitation and commercial sexual exploitation);
• neglect (“the negligent treatment or the maltreatment of a child by a person responsible for the
child's welfare under circumstances indicating harm or threatened harm to the child's health or
welfare. The term includes both acts and omissions on the part of the responsible person”);
• the willful harming or injuring of a child or the endangering of a child’s person; or
• unlawful corporal punishment (“any cruel or inhuman corporal punishment or injury resulting in
a traumatic condition”).
What are the duties of a Mandated Reporter?
Employees are legally mandated to make reports of child abuse/neglect when they have a reasonable
suspicion of abuse or neglect, meaning that they have enough information to even "entertain a suspicion"
of child abuse or neglect. Employees are required to make reports even if they don't have proof that abuse
or neglect occurred or they don’t have all the information.
If an employee is at all concerned about the possibility of abuse or neglect, the employee should report.
Investigations will be conducted by law enforcement and/or the county child protective services to
determine if abuse or neglect has occurred. When an employee is not sure about his or her reporting
duties, they should always consult with the one of the Deans or the Camp Director.
Failure to make a required report may subject a mandated reporter to criminal conviction, fines, loss of
credentials and/or licenses and civil suits. Employees who fail to make mandated reports or breach
confidentiality of mandated reports may also be subject to discipline up to and including termination.
Legal Protections for Mandated Reporters
Mandated reporters are required to identify themselves to the reporting agency when making reports but
are not required to identify themselves to CazPAC or to anyone else. The identity of the mandated
reporter and reports they make are confidential and disclosed only to specified persons and agencies and
as required by law.
Mandated reporters have immunity from both civil liability and criminal prosecution for making reports
of suspected child abuse and neglect. While mandated reporters have immunity from legal claims for
making a mandated report, they may be subject to legal liability for disclosing information about the
report except as necessary to the investigation and processing of the report.
23
CazPAC will not retaliate in any way against an employee who complies with their duties as a mandated
reporter.
In addition to the requirement of making a mandated report, Camp Staff who suspect that a child has been
subject to abuse or neglect shall immediately report this to one of the Deans so they may assist with the
reporting requirements and provide support for the child involved. An employee must report all
information about suspected abuse of a camper to CazPAC, but an employee who makes a mandated
report to government agencies is not required to disclose to CazPAC the fact that a report was made or
any information about the report itself. This policy is not intended to impede or interfere with the
requirement that a mandated reporter report suspected abuse or neglect to the appropriate child protective
agency.
Employees must comply with this policy and fully cooperate with the child protective and law
enforcement agencies responsible for investigating and prosecuting cases of child abuse. Failure to
comply with mandated reporting requirements will lead to discipline up to and including discharge.
Mandated reporting is an individual responsibility. No supervisor or administrator can prevent an
employee from making the report if the employee has reasonable suspicion that abuse or neglect has
occurred.
If a child is in immediate risk of harm, the employee should call 911 before following the above procedures.
Here are some specific principles to bear in mind which will help to prevent the occurrence or even the
perception of abuse. You as a staff member must be fully conscious of these issues.
Principle #1. Whatever you do with campers must be done in "broad daylight," in the company of
others. Counseling staff must not invite or allow campers inside their personal quarters unless the
co-counselor is present; music staff must never work with individual campers inside their tents.
Principle #2. Behave toward campers as if their parents were present.
Specifically:
Under no circumstances may you physically threaten or actually strike a child, or use abusive or
derogatory language towards them. If you find yourself losing your temper, give yourself time to
calm down and seek assistance from your colleagues and/or the Deans.
Do not embarrass a child about their body and discourage any such teasing among campers.
Do not share information about your personal sex life with campers, tell dirty jokes or engage
in conversations about sexuality, and discourage such conversations among campers.
Never touch a camper in a place on their body that is normally covered by a bathing suit. Do not
touch campers at all unless you are in the presence of other adults.
Respect campers’ privacy in the showers and changing areas. Do not initiate or allow any sort of
“hazing” activity.
If a camper is overly physical with you in a "clinging" sort of way, consult the Deans.
(Please also refer to the following section and also Employment Policies and Practices Section I.C. for
information on sexual harassment).
24
PROCEDURE FOR HANDLING SUSPECTED CAMPER
ILLEGAL SUBSTANCE ABUSE
If you suspect a camper is using an illegal substance, consult a member of the Executive Staff
immediately. Do not conduct your own investigation, but leave it to Executive Staff to determine
whether your suspicion is credible.
If you catch a camper in the act of using or possessing any illegal substance stay with the camper and
get someone to find a member of the Executive Staff immediately. In this case the camper will be taken
to the Office, and the parents will be asked to come pick their camper up. This is true whether the time
is 10 am, 10 pm, or 2 am. The camper goes home as soon as we can release the camper into the custody
of the parents. It is vitally important that you not try to deal with this kind of issue by yourself. Don’t try
to be a detective or a hero; the potential liability to the camp is drastic if this kind of case is mishandled.
It is also vital that there be no delay in bringing these concerns to Executive Staff.
There can be no friendship without confidence, and no

confidence without integrity. – Samuel Johnson
RESOLVING CAMPER CONFLICTS

If a conflict arises between two or more campers, it is our responsibility as adults to help resolve the
situation.
Knowledge of the LEAPSS system of conflict resolution may

help you.
• Listen. Allow everyone to express his or her point of view one at a time. Do not allow others
to interrupt. Tell the campers to use “I” statements (I feel, I tried, I said) instead of “he”, “she”
or “you” statements.
• Empathize. Give supportive feedback (“That must have been scary” etc.) to all sides if
possible.
• Ask questions to clarify your understanding of the situation.
• Paraphrase the positions of disagreement. (“Lauren is angry that Linda’s messy bed is costing
the unit inspection points. Linda thinks the inspection is stupid and doesn’t care about tidying
her bed.”)
• Summarize and Solve. (“I’ve heard everything you both have to say, and think the best thing
to do is...”
25
CORRECTING CAMPER MISBEHAVIOR
When we have to discipline a child for incorrect or inappropriate behavior, our first instinct is often
to “lecture” the child on their misdeeds. Here is another approach: rather than telling children what
happened, what caused it to happen, how they should feel about it and what they should do about it,
try asking some or all of the following clarifying questions.
What did you do? What happened?
How do you feel about it?
What were you trying to accomplish?
If you didn’t get the result you wanted, what did you learn?
How can you use that information in the future?
This process teaches them to think about the consequences of their behavior and how to do better in the
future. It will also keep them open and communicating instead of closed down and withdrawn.
(adapted from The
Aladdin Factor by Jack
Canfield and Mark Victor
Hansen)
BEFORE YOU SPEAK,
.... IS IT TRUE?
.... IS IT HELPFUL?
.... IS IT INSPIRING?
.... IS IT NECESSARY?
.... IS IT KIND?
26
POLICY AGAINST HARASSMENT AND DISCRIMINATION INVOLVING CAMPERS
It is the policy of CazPAC to provide a camp environment that is free from all forms of discrimination or
harassment. Camp Staff are responsible for ensuring that campers comply with this policy against
harassment and discrimination involving campers. For information on CazPAC's policy for camp staff on
harassment and discrimination, please see Employment Practices Section IV, Employment Policies and
Practices.
CazPAC prohibits sexual harassment as well as discrimination and harassment based on a camper's race,
religion, national origin, sex, sexual orientation, gender identity, gender expression, or disability.
CazPAC will not tolerate harassing or discriminatory treatment of campers by other campers, their family
members, CazPAC's employees or contractors. Additionally, CazPAC forbids retaliation against any
individual who reports an incident of harassment, opposes harassment or participates in an investigation
of a complaint of harassment.
Prohibited harassment includes the following behavior:
• Verbal conduct (whether in person or transmitted electronically) such as name-calling, derogatory
jokes, slurs or comments to or about a Camper;
• Visual displays and written communication, such as derogatory posters, photography, cartoons,
drawings, gestures, or email or text messages;
• Physical conduct including assault, unwanted touching, intentionally blocking normal movement or
interfering with work; and
• Retaliation for reporting or threatening to report harassment.
In addition to the examples of harassment described above, for the purposes of this policy, "sexual
harassment" is defined to also include:
For faculty or staff to camper interaction: any sexual advances, requests for sexual favors, and
other verbal, visual, or physical conduct of a sexual nature, whether or not welcome.
For camper to camper interaction: unwelcome sexual advances, requests for sexual favors, and
other verbal, written, visual, or physical conduct of a sexual nature that has a negative impact on a
camper's experience.
Complaint and Resolution Procedures
Camp Staff should report complaints of violations of this policy or any harassment they observe to
Executive Staff. CazPAC will conduct an appropriate investigation of complaints and take all appropriate
steps to remedy any harassment or discrimination in violation of this policy.
In some cases, CazPAC may be required by law to report harassing conduct to law enforcement or child
protective agencies.
27
“Ten Commandments of a Counselor”
1. It is of vital importance that you like other people, genuinely and deeply. If you do
not, inevitably the stress and strain of camp life will wear away the veneer,
exposing your true feelings and attitudes.
2. You should be perceptively aware of the inner feelings and reactions of others. You
should be skilled at identifying their needs and estimating their recreational
interests.
3. You must have a good sense of humor and an inexhaustible supply of patience.
Above all, be able to laugh at yourself!
4. Your standards, regarding both performance and the overall quality of activities that
you are responsible for, should be high.
5. Be enthusiastic about your work, for there will be many occasions when you are
confronted by frustrations and obstacles.
6. You should be responsible, reliable, mature in judgments and have a considerable

amount of common sense. You should be emotionally stable and secure and in
good health physically. You should be willing to work hard, because you will have
to!
7. You should be a convinced and consistent democrat – spelled with a small “d”. This
implies a basic belief in the worth and dignity of each individual in the group as well
as in the ability of the group itself to assume responsibility.
8. You should not be easily swayed by emotionalism, personal bias, or prejudices which
are based on social, religious, or racial factors.
9. You should possess certain recreational skills. While it is not necessary for you to be
a star performer in a wide variety of areas, you should be a specialist in one or two
and should have a working knowledge of others.
10. Obviously, only extremely rare persons possess all of these qualities. Some are
temperamental, lacking patience. Others are limited in their personal skills and do
not understand the nature of group process. Taken collectively, these traits
represent a goal to shoot at, rather than a test to weed out the unqualified.
Robert Lutt
Cazadero Music Camp Operations
and Maintenance Manual, 1966
Camp is what you make it.

- Mazz
28
Section 3:
Staff Job Descriptions
Can I trust you?
Are you committed to excellence?
Do you care about me?

- from Winning Every Day, by Lou Holtz
29
The “Org. Chart”
Facilities Lead
U-Staff
Office Mgr.
Clerks
Camp Director*
Nurses
Head Chef*
Cooks
D.R. Super
Prep Cooks
Food Svc.
Assts.
Asst. Camp Dir.*
Deans* Faculty
Music Instructors
Counselors
CIT’s
*executive staff
dept. head
30
DEANS
The Deans are part of the Executive Staff, which also consists of the Camp Director and Assistant Camp
Director, and the Head Chef. The Deans report directly to the Assistant Camp Director in program-related
matters and directly to the Camp Director in operations-related matters. Under supervision of Camp Director,
the Deans manage Counselors, Counselors-in-Training and Recreation Assistant/Stage Manager. They
coordinate all aspects of camper care, activities and supervision. They attend to campers with
homesickness, disciplinary, or other problems, and act as camp liaison to parents. The Deans are
responsible for organizing and staffing all non-musical activities offered to the campers. This includes
recreation periods, evening activities, and “No Music Mondays.” At least one Dean is always present for all
activities. The Deans are also responsible for posting daily schedules, organizing pre-meal announcements
and inspecting camper units, and they are in charge of the weekly competition for cleanest Girls and Boys
units. Deans have musical experience, demonstrated leadership, camp counseling, and communication
experience, and an understanding of age-appropriate recreational activities. This is a Program Counselor
position, as defined by California labor code.
In addition, Deans are responsible for implementing and maintaining the COVID Safety Program in their
assigned areas and for ensuring people receive answers to questions about the camp programs in a
language they understand.
FACULTY
Under supervision of Assistant Camp Director, Faculty members facilitate all phases of the music program
and are the primary source of support for conductors in organizing rehearsal set-up, librarianship, and
communication with the rest of the music staff. Faculty members lead section rehearsals, coach chamber
music ensembles, teach elective classes such as musicianship or jazz improvisation as qualified, and
organize seating and rotation of campers in the major ensembles. The faculty provides artistic supervision,
leadership and mentorship to music instructors, counselors and counselors-in-training. They perform with
the camp orchestra, band, jazz ensemble, and/or chorus as well as faculty chamber ensembles. Faculty
members should expect to participate in all full rehearsals, lead section rehearsals and teach two elective
classes each day. They also take the lead in organizing rehearsals and performances of staff ensembles.
Faculty members are graduate students in music and/or experienced professional performers/teachers.
This is a Program Counselor position, as defined by California labor code.
In addition, all music staff are responsible for implementing and maintaining the COVID Safety Program in
their assigned areas and for ensuring people receive answers to questions about the camp programs in a
MUSIC INSTRUCTORS
Under supervision of Executive Staff, Music Instructors assist in all phases of the camp program. Music
Instructors report directly to the Assistant Camp Director on issues related to the music program and directly
to the Deans on issues related to the recreational and counseling programs. Music instructors coach
chamber ensembles and sectionals, and teach electives such as musicianship or jazz improvisation as
qualified. They perform with camp orchestra, band, jazz ensemble, and/or chorus as well as faculty
chamber ensembles. Music Instructors’ musical responsibilities are assigned by the faculty member in their
instrumental/vocal area and/or by the Assistant Camp Director. Participation in full rehearsals, leading
section rehearsals, as well as teaching two elective classes each day should be expected. Music Instructors
are assigned by the Deans to rotating recreational coverage and substitute for Counselors on days off (see
Music Instructors’ Responsibilities When Subbing for a Counselor). Depending on staffing needs,
Music Instructors may be asked to serve as Counselors for a session or part of a session. Also, in the
absence of a faculty member in the same instrumental area, Music Instructors may be asked to assume
some faculty responsibilities. A Music Instructor is at least an upper-division undergraduate music major
and possesses a high degree of musical ability. This is a Program Counselor position, as defined by
California labor code.
In addition, all music staff are responsible for implementing and maintaining the COVID Safety Program in
their assigned areas and for ensuring people receive answers to questions about the camp programs in a
31
COUNSELORS AND COUNSELORS-in-TRAINING

Under direction of Executive Staff, Counselors and Counselors-in-Training provide 24-hour supervision to
a counseling unit of approximately 12 children. Counselors and CITs report directly to the Deans on camper
care issues and directly to the Assistant Camp Director on music program-related issues. As assigned by
Faculty or Assistant Camp Director, Counselors & CITs perform with camp orchestra, band, jazz ensemble,
and/or chorus, coach music ensembles and sectionals, and may teach or assist with elective classes
(participation in elective classes is optional for CITs). As assigned by the Deans, Counselors assist in
recreational and social activities of camp.
Counselors/CITs make sure that campers get up and arrive at breakfast on time, and supervise unit clean-
up after breakfast. Camper units eat all meals together with their counselor and CIT, who supervise the
meal table. After lunch, encourage quiet activities and napping during rest period. When on recreation duty,
take part in the activities and be aware of all campers in the assigned area. Interact with the campers rather
than socializing with your friends on staff. Both counselor and CIT, unless one has the day off, should be
present, with the camper unit, at the evening activity. Make sure all campers are in bed on time, and enforce
quiet after taps.
Counselors are high school graduates (preference is generally given to college students). Counselors-in-
Training are at least 15 years of age or finishing Sophomore year in High School Counselors and
Counselors-in-Training are proficient in at least one musical instrument, and have participated in school
performing ensembles.
In addition, all counseling staff are responsible for implementing and maintaining the COVID Safety
Program in their assigned areas and for ensuring people receive answers to questions about the camp
programs in a language they understand.
RECREATION ASST/STAGE MANAGER

Under supervision of Executive Staff, The Rec. Asst./Stage Manager implements camp activities and
entertainment programs and manages the stage, and is responsible for directing stage operations at all
camp performances, including sound, lighting, and set-up transitions between performing ensembles. The
Rec. Asst./Stage Manager has experience with basic operations of sound, lighting, and A/V equipment, and
musical experience.
OFFICE MANAGER
Under supervision of Camp Director, the Office Manager is responsible for all aspects of the camp office.
The Office Manager manages the camp store, camp bank and reports daily transactions to Berkeley office.
The Office Manager also oversees conductor hospitality and mail services, and is responsible for training and
managing the Camp Clerks. The Office Manager has musical experience, word processing skills, cash
handling experience and experience in filing and bookkeeping.
CAMP CLERKS
Under supervision of Office Manager and Camp Director, Camp Clerks assist in all areas of camp Office
and Store operation. Typical duties may include photocopying, filing, sorting and distributing mail, and
answering the telephone. During recreation periods, Clerks may assist with the camp store or help with
recreation activities. As assigned by the Office Manager, the Clerks are also available to the Deans and
Assistant Camp Director for daily assistance. Concert days can be especially hectic, and Clerks may be
pressed into service to help in almost any area. Camp Clerks are at least 16 years of age with musical
experience and good organizational and people skills.
The REWARD of a thing well DONE

Is to have DONE it.
32
COOKS & PREP COOKS
Under supervision of Head Chef, Cooks & Prep Cooks assist in preparation of all camp meals. They have
experience in large-scale food preparation, and understand principles of sanitation and proper food
handling.
DINING ROOM SUPERVISOR

The Dining Room Supervisor reports directly to the Head Chef, and takes direction from the Head Chef
about cleaning the Dining Hall, and presenting the meals. Based on the expectations of the Chef, the DR
Supervisor trains and directs the Dining Room Crew. The Dining Room Supervisor makes the work
schedules, and coordinates rotations for snack service and meal prepping in consultation with the Head
Chef. Under supervision of Head Chef, serves as dining room host, oversees service of meals and snacks,
and supervises Food Service Assistants. The Dining Room Supervisor is a high school graduate, preferably
with two or more years of college, experienced in safe and proper food handling, with strong leadership
skills.
FOOD SERVICE ASSISTANTS

Under supervision of Head Chef and Dining Room Manager, Food Service Assistants carry out a variety of
duties. Typical tasks include setting the dining tables; bringing food out from the kitchen to the serving
tables; replenishing beverage pitchers as needed during meals; sweeping and mopping the floor and wiping
down tables and benches after meals; scouring pots and pans; rinsing dishes and running the dishwasher;
drying and putting away pots, pans, and dishes; moving furniture as needed; and other related work as
required. Other duties may include food preparation as needed.
UTILITY STAFF
Under supervision of Camp Facilities Manager, assists in all phases of camp maintenance and construction.
Typical tasks include cleaning and maintaining lavatory, laundry, and shower facilities; moving cots,
mattresses, and furniture as needed; cutting and laying wood for camp fires; cleaning and maintaining camp
grounds; helping to park cars on concert days; repair and construction of structures as needed; and other
related work as required. Occasional moving and lifting of potentially heavy containers and materials may be
necessary. Utility Staff members are 18 years of age with a valid driver's license and a good driving record,
able to take directions and work independently, and have general knowledge of maintenance and repair
skills.
HEALTH OFFICER
Under supervision of Camp Director, Health Officers are on call 24 hours a day to provide emergency
medical treatment to campers and staff. In consultation with Executive Staff, Health Officers receive the
camper medical forms on or before the first day of the session and review them to assess the medical
status of the campers. Health Officers also receive any medications that campers bring to camp, with
instructions about dosage and timing and administer doctor-prescribed medicine and shots. Health Officers
may select and purchase supplies for the infirmary, prepares accident reports. Health Officers have a
Registered Nurse or Emergency Medical Technician’s License issued by the State of California, and a valid
driver’s license.
In addition, Health Officers will serve as COVID Safety Officers and are responsible for implementing and
maintaining the COVID Safety Program and for ensuring people receive answers to questions about the
camp programs in a language they understand.
Note: as time and schedules allow, all camp employees in the Office, Kitchen, and Utility crew, as well as Nurses
are encouraged to take part in musical and social activities as appropriate.
It is the greatest of all mistakes to do nothing

because you can only do a little. - Sydney Smith
33
SPECIAL NOTES FOR MUSIC STAFF
The following information is for Faculty, Music Instructors, Counselors, and C.I.T.s.
AUDITIONS ON CAMPER ARRIVAL DAY

Before the audition, the senior music staff member in each section should obtain a list of campers
from the Assistant Camp Director and all the folders of music for their section from the
conductor(s). While the campers are waiting to audition, they should each make a name card to
put on their music stand at the first rehearsal.
At the audition, each camper’s name card and elective choice form should be collected. The
elective choice forms may be given to the Assistant Camp Director at any time, or you can bring
them with you to the elective sorting meeting after the rehearsal.
After the auditions are finished, decide seating and rotation between major ensembles.
Wear your staff shirt and ID tag to the first rehearsal. Set up chairs and stands for the group
you will be assisting with. Place the music folders and name cards on the music stands where
you want each camper to sit. Staff should have name cards as well, and the cards should
identify them as staff.
Retain extra leftover folders of music. Keep them handy in case campers lose theirs. If
additional copying of parts is needed, this will be your responsibility.
Obtain a supply of clothespins to pin music in case of wind. Collect them back from the
campers after every rehearsal so you will always have them handy.
After the first concert, make sure to collect the camper name cards for use in the second week.
At the Monday night rehearsal, follow the same procedures. Obtain folders of music. Wear
your staff shirt and ID tag. Set up chairs and stands. Place ID cards and music folders on the
stands where you want the campers to sit.
STAFF ASSIGNMENTS
The senior music staff member in each section will assign rehearsal responsibilities to other
music staff in the section. If there is no one above counselor level in a section, those assignments
should be made in consultation with the Assistant Camp Director.
The senior music staff member in each wind/brass/percussion section should rotate between
the groups covered to ensure adequate staff supervision and to be able to observe how the
campers in each group are doing. Other music staff members may stay with the same group for
a week, or they may rotate. These decisions should be made with the best interests of the
campers in mind and according to the strengths and experience of the individual staff
members.
If there is a shortage of staff, and/or campers, in a particular section, the senior music staff
member should consult with the Assistant Camp Director to design an acceptable plan for
covering multiple groups.
We learn to teach by first learning how to LEARN.

-Eloise Ristad, author of A Soprano on Her Head
34
FULL REHEARSALS
Arrive early for set up. This is your responsibility, not someone else’s. If you are not there,
someone else assumes your share of the burden. For morning rehearsal, if you are not teaching
an elective class, you are responsible for arriving early to set up. For afternoon rehearsals, if you
are not on rec duty, you are responsible for arriving early to set up.
Make sure each camper has a pencil.
No one wears hats or chews gum in rehearsal. No food or drink should be brought in to
rehearsal, except bottles of water. Campers should not leave rehearsal to go to the bathroom.
Please remind campers to take care of their bodily needs prior to rehearsal.
If campers start to get squirrelly, quiet them down. Discourage unnecessary talking in your
section.
Keep attention focused on the conductor. If you need to communicate with a camper, convey
your message in five seconds or less and very quietly or, preferably, silently (that is, show them
a fingering or mark their part). Save your coaching for section rehearsals.
If you do not care for the conductor, say nothing of this to the campers. Discipline will suffer
and the quality of the campers’ experience will be diminished if we do not maintain respect for
the conductor. You will have the opportunity to write an evaluation of each conductor and you
may express your opinion in that context. You should, however, be alert to campers’ feelings so
that you might be able to represent them on the evaluation.
SECTION REHEARSALS (also applies to chamber ensembles)

Be clear about what you want to accomplish.
• What have you noticed in previous rehearsals?
• Talk with the conductor. What are his or her priorities?
• Ask the campers what they feel needs the most work.
• With this information, make a plan for your section rehearsal.
• Go straight to the passages you’ve decided on. You don’t always have to start at the
beginning of a piece.
Good pacing is essential.

• It’s o.k. to start with something easy as a “warm up.”
• Vary your approach. Have campers play one at a time, in pairs, etc. Do some singing or
clapping of rhythms.
• Be focused, be intense if necessary, but if you wear out their brains early, the rest of the
rehearsal will be wasted.
• Sometimes it is possible to get something “perfect.” Other times, we simply have to
settle for improvement. Don’t get bogged down.
• Whenever possible, play to the end of a phrase or section and then stop, even if a mistake
occurs several beats or even measures before. It will seem less like you are interrupting
them and therefore it will be easier to keep them focused.
Always teach principles and fundamentals.

• Teach not only how to play a particular passage, but also how to play any passage like it.
• Always emphasize correct posture, hand position, breathing, and so on.
o HOWEVER: when getting into the “finer points” of playing technique, be careful
about making statements that may contradict what the camper has been taught.
You may indeed be “right” and their other teacher may be “wrong,” but we can’t
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risk creating ill will in the music community or making a camper feel
uncomfortable. Remember, we only have the camper for a week or two. If the
discussion goes in this direction, make suggestions, not pronouncements, and be
humble enough to say that it is your own opinion you are expressing – which,
after all, is the case.
Stay focused on the work.

• It’s not about you being the “boss” nor is it about you trying to be “cool.” Everyone has
a job to do and it is up to you to see that it gets done.
• Be confident, be honest but encouraging, be friendly, and be professional. Stay on task.
• If there is something you don’t know, admit that you don’t know it. Then, find out the
answer!
• Do not get sidetracked, keep things moving and keep things interesting, and for the
most part you will not experience discipline problems.
Handle discipline problems.

• Make clear your expectations for rehearsal deportment. Stay focused on the work. If
campers lose focus, it is not always necessary to confront them; simply redirect them.
• Do not argue with a disruptive camper in front of the group. If possible, have one staff
member continue rehearsing while another staff member takes the disruptive camper
aside. If this is not possible, remove the disruptive camper a short distance from the
group and continue working with the rest.
• If a camper’s behavior is consistently unacceptable, enlist the help of your senior music
staff and/or the Assistant Camp Director.
DAY BEFORE THE CONCERT AND CONCERT DAYS
During dress rehearsals and concerts, it is “all hands on deck.” Everyone needs to be on hand to
help with set-up changes and herding campers. Arrive ahead of time for your group and stay
after it is done. It is disastrous if we get behind schedule at any time.
It is important to make sure set-up changes occur rapidly and efficiently, and that campers are
ready to play when in is their turn. All music staff should be doing one of the following at all
times:
• Performing;
• Meeting at the lodge, helping campers tune their instruments and get ready for their
perfomance;
• lining campers up so they can enter the amphitheater in an orderly fashion;
• Helping with set changes on stage;
• Listening to the performance.
• The day before the concert, supervising recreation as assigned for campers not in
rehearsal.
• During performances, rounding up campers who might wander off; all campers must
either be performing, getting ready to perform, or in the audience.
Following the concert, while Counselors are checking campers out, ALL CIT’s, Music
Instructors and Faculty (not only those assigned to Concert Band) should first clear the stage
quickly, and then spend some time greeting parents before leaving camp. Normally, all staff are
expected to stay until the end of the concert and spend some time at the reception before
leaving, even if you are not assigned to Concert Band.
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SPECIAL INSTRUCTIONS FOR COUNSELING STAFF
Arrival Day
The first day of camp is always the craziest. We would like to set some ground rules to make it
smoother. Here is how the day will work:
• Breakfast and all staff meeting
• Receive camper lists, evening activities, days/nights off, rec duty schedules
• Bleach camper beds (return rags and bottles to kitchen)
• Change into uniform and meet in boy’s camp parking lot for camper check-in at 10am
Check-in
• Write campers names on separate list
• DO NOT share confidential lists with anyone
• Supervise your campers at all times.
• Do not put campers in charge of anything, even if you know the camper. We are
responsible for their supervision.
• Campers must check-in with deans, nurses, chef, and have a lice check. If your camper
has lice, please be discrete and assure them it will be fine and you'll take care of it in
no time. Bring them to the infirmary where someone will be doing shampoos. Make sure
you tell the deans when lice is found so we can call their parents and wash their things.
• Once campers have checked in, make them feel welcome by getting to know them.
• Lunch bell rings around 12:15.
• Please refer to staff handbook for schedule and camper rules
Auditions:
If you are not required for auditions, you must be supervising the Rec Field. You can also
come find the deans and ask where you are needed. Be proactive in getting to know all
campers, not just your own unit on the first day. While this is a tempting time to talk to your
fellow counseling staff, remember that you’re here for the kids, first! The "after auditions rec
time" is a great moment to learn names. Make it a goal to know at least three to five names
outside your unit.
Evening Activities:
Campfire:
At dinner on this day, the deans will hand you a skit that your unit will perform at the campfire.
If you come up with another skit instead of the one handed to you, make sure you run it by
one of the deans first. When the bell rings, walk your unit down to the campfire and sit on the
logs together. One counselor or CIT from each unit will come down and roast marshmallows for
s'mores. Each unit will then perform their skits. Make sure that the s'mores go to the campers
first and only after they have performed their skit. We really don't want campers to see all the
staff members munching on s'mores when they still haven't eaten.
Movie Night:
There will be a movie being played in the shell. Make sure no one is sharing any blankets or
sleeping bags. This goes for staff also, this is not a date night. Please disperse yourselves
amongst the campers. There will also be popcorn for the movie! Once the movie is over, make
sure the kids pick up all the trash and head back to the unit.
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Sports Night/Mystery Night
This evening activity is a rotation of sports and games, each lasting about 15 minutes before
the next rotation. Please keep an eye on your kids and make sure they don't play rough or
carelessly.
Dances
Make sure you are dancing appropriately and refrain from PDA. Remember that there are only
two places campers are allowed to hang out during the dance: the lodge, where a movie will be
playing, or the shell, where the dance will be taking place. They are not allowed to hang out
anywhere in between and discourage them from hanging out in front of the dining hall.
Staff Variety Night

This is our chance to be silly for the kids! You can come up with a skit or a musical number to
perform on this show. If you have a skit or song that has never been performed before, please
make sure it has been approved by the deans. We encourage all counselors to participate.
Staff Ensemble Night

This is a concert put on by the staff. Spots for this fill up very quickly so make sure you talk to
JK early about your performance! To keep these programs from getting too long, please
consider doing Broadway music and “rock music” on Variety Night instead. Ask JK if you have
any questions about this.
Camper Ensemble Night

During all sessions campers are involved in small chamber groups along with their large
ensemble. Camper ensemble night happens on the very last night of camp; in one-week
sessions camper and staff ensemble performances are combined. Please show appreciation for
the hard work your campers have been doing all session, and encourage proper audience
etiquette.
Recreation Time and Free Time

At the beginning of every session, a Rec Schedule will be handed out. At least once during
every session, each counselor and CIT will be required to supervise a rec time activity. If you
are assigned a Rec Field activity, get to rec a little early to set up the necessary equipment.
There will always be a couple of counselors/CITs leading a variety of activities in pairs. If you
are not assigned on a particular day, then you are off until the next rehearsal. During free time
(second rec for young musicians), all CITs are on duty every day.
Concert Days
• During the concerts, all staff should disperse themselves among the audience (no
clumping please).
• After the concert, all counselors will stand on the bench in front of the dining hall and
wait for their campers to be signed out by their parents. (C.I.T.s help clear the stage
first.) If this is the last day of a session, EVERY camper MUST be signed out by a parent
or guardian. They cannot leave with someone else unless we have written permission
from their parents.
• If this is a mid-session concert, not every camper will leave. If their parents/guardians
want to take them to dinner, they must sign their child out and be back no later than 8pm
to sign back in. DO NOT change out of your uniform until after dinner.
• At the end of the session concert, please wait until all of your campers have signed out
before you return to your unit. It is your responsibility to sweep the decks and changing
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tents, pick up any trash, look for lost and found items etc. We also ask you to put all
matresses inside for the weekend. Once this is finished, find your respective dean to get
your deck approved. You will then be able to check out for the weekend.
Minimal Music Monday

"Minimal Music Monday" happens on the Monday after the first concert in a two week session.
You will be assigned to a carnival station and hand out tickets for the raffle prizes. Lunch is
served in the shell, counselors should go pick up the mail from the store. Your campers don't
have to sit with their units and please make sure they all pick up their trash.
Boats should be finished and ready for the afternoon boat race (JH and HS). There will be a
race between units when the bell rings, so make sure your boat is sturdy! There will be a guest
artist in the shell after the boat race. After dinner, there will be the first rehearsal for that week
(hence MINIMAL music Monday) and then the evening activity. This schedule is ONLY for the
Monday after the first concert in a two week session. During this day the counseling staff will
receive a rotating time off schedule in the morning or afternoon.
Morning Classes
• All counselors are required to work one of the two class hours in the morning.
• If you are a CIT, you have both of these hours off every day unless asked to help
supervise.
• In some cases CITs are asked to run an elective, or help with All Camp Choir.
Nights and Days Off

When you are on your night off, you are free to leave your deck about 20 minutes after
taps. If you are under 18 and you want to leave camp grounds, you must sign out with the
executive staff member on lock up that night and you MUST be back by midnight. The lock up
schedule will be posted in the office.
• Your day off begins at 5pm one day and ends at 5pm the following day.
• While you are off, please be respectful of the camp rules. Don't mention to your kids
that you get to leave and go home, please avoid talking about it at all.
• You will get a schedule in the beginning of the session explaining when your day off will
take place and who is covering for you. Please find whoever is covering for you and
politely remind them the day before that they are covering. Please also, make sure you
tell your instrument faculty member or music instructor when your day off is (do not tell
conductors directly, M.I.s/faculty will take care of this).
Lodge and Dining Hall rules:

• Movies being played in the lodge can only be rated PG for the first 2 sessions and can be
PG-13 for the last two sessions.
• If any furniture is moved, please return it to its appropriate place before everyone leaves
• No music can be played after taps and the noise level must be kept to a minimum.
• Please remember we are here for the campers and if an executive staff member asks
you to quiet down, honor their request.
Meals and Kitchen Etiquette

Please make sure all your campers are present for breakfast and do a head count. During
announcements please no talking or shuffling gravel, etc. They should not have any toys,
books, friendship bracelets or lanyards with them.
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Points
There are myriad ways for your campers to get points. There will be one girl's camp winner and
one boy's camp winner. Below are ideas but not limited too….
Early Morning Inspection:

• Each unit is awarded 5 points for a clean unit during morning inspection. Please do not
allow towels on the railing as it is a fire hazard. They can hang towels inside changing
tent (ask for tacks or nails)
• If your unit wants to get EXTRA points for the day, you can help them think of a safe
way to arrange the beds, write us letters, spell thing with shoes, etc! Do not make bed
towers, they are dangerous.
• Your unit will also be responsible for cleaning an area of camp after breakfast every
morning. These areas will be assigned on the first day of every session.
Finding the Caz Bear:

• The Caz Bear will be hidden somewhere around camp where EVERYONE can go!
• It will also not be hidden in the pool or creek.
• The Caz Bear is worth 10 points for your unit! If it is not found one day, it will remain
hidden until someone has found it. Each day it remains unfound, its value will increase
by 5 points.
Write letters and make gifts for the staff: We encourage your campers to write appreciative
letters to K Crew, U Crew, Nurses, Conductors, Executive Staff, Music Staff etc. In order to
merit points, the letters should have some thought put into them. It is quality, not quantity,
that counts.
Clean the Dining Hall or Shell:

• You must sign up to clean the Dining Hall and Shell (Please be conscious that other units
will be interested in signing up and allow slots for them as well).
• If your unit wants to clean the Dining Hall, find the Dining Hall Supervisor and tell them.
They will decide when it is the most convenient for your unit to come in.
• After you are done, they will inform us about how good of a job you did and how many
points you should get. Typically, they award your unit 10 points.
• If your unit wants to clean the Shell, you must ask your dean. We will supervise and
when you're done, we will award your unit up to 5 points.
Depending on prevailing drought conditions, we may choose to save water and avoid car
washing activities this summer.
Personal Problems
What if your camper has some problem that you weren't expecting? Here is a list of typical
camper problems and some solutions to help out!
• My camper only brought one [clothing item].
For sake of safety, we don't allow campers to do their own laundry. Have them write
their names on their clothing if it's not done already, and wash it in a group or if it's only
one article, wash it with your own laundry. Please let the dean know in case we need to
contact a parent.
40
• My camper doesn't have khaki pants, what do I do?
Tell a dean as soon as possible so that we can call their parents to either mail it or bring it
with them on concert day. Most of the time parents will pack a child's bag and the child
won't be aware of the depth of their own suitcase.
• My camper's camper shirt doesn't fit or they have lost it.
The camper shirts will be distributed on the day of the camp picture. It is best to write the
campers’ names on the tag of the shirt and have them give it back to you so that you can
hold onto all of them for the concert. If there is a shirt need, tell the office manager as soon
as possible so they can work out this problem.
• My camper has wet the bed:
Please be discreet, distract the rest of the unit. Spill some coffee on the spot or claim an
animal pooped on their bed. Collect their sleeping bag or blanket and talk to the deans
about how to wash it.
• My camper is having their period for the first time.
This is a very delicate and scary situation for girls. If you are a boy, please find a girl
counselor to take care of this or walk the camper to the nurse. Make sure you don’t make
them feel uncomfortable.
• My camper won't shower.
Please ask that your campers shower, some just need a gentle reminder. Swimming in the
pool or the creek doesn't count. We never physically force campers into the shower or
throw them in the pool. If this doesn't work, pull them aside privately and explain how
personal hygiene is a sign of respect when you're living with other people and sitting in
rehearsal next to other people. If you are still having a problem, find a dean.
• My camper is shy about the shower. What should I do?
Mention to them that they can shower with their bathing suit on and that the showers are
fully enclosed.
• When can the campers shower?
They may shower during Rec Time, Rest Time and Free Time. If they are on the deck
during these times, they must be supervised.
• Can we, the counselors, shower after taps/before reveille?
Unless it is your night off, you must stay in your unit. Your campers should not be getting
up at all after taps or before reveille unless they have to go to the bathroom. Usually in the
younger sessions, the kids start waking up once the sun comes out. Encourage them to
sleep in or lay there quietly and read a book.
• My camper has no toiletries, pillow, sleeping bag, etc.
Many things can be bought at the camp store including a toothbrush. We also have sleeping
bags and pillows in the infirmary to borrow in case of an emergency.
Rest Time
Please encourage actual rest during this designated time. Some campers need this time to
recharge for socializing, activities, and rehearsal. Encourage campers to be on their beds and
find something quiet to do.
Counselor Tent/Room
As counselors, you will get your own tent or room, separate from the campers. This is your
personal space. Campers should not enter your room without permission. We need to set
boundaries between staff and campers. Allowing campers into your personal space will start to
break boundaries and make campers think you are more of a friend than a counselor. Also,
41
never allow a camper into your tent or dorm room if no one else is present – never be alone
with a camper.
MUSIC INSTRUCTORS’ RESPONSIBILITIES

WHEN SUBBING FOR A COUNSELOR
Counselors are off from 5pm to the following day at 5pm. Please communicate with the
Deans if you have any issues or concerns.
5pm: Free Time for campers.
Music Instructors need to be an extra set of eyes on the Rec Field. Feel free to get involved
and engaged with the campers in a game of ping-pong, basketball, etc.
5:45pm: 15 minute bell before Dinner.
All campers and staff wash their hands and line up for dinner/announcements. Please line
up with your new unit. Campers should not be working on lanyards/ friendship bracelets
while in line. Help CIT keep the campers attentive during the announcements.
6pm: Dinner & Evening Activity
Eat dinner with new unit and get to know these amazing campers. After dinner there will
be a bell for that evening’s activity. Again, be as engaging as possible with the evening
activity. (ex. Sports Night: Play with the kids or cheer for them. Or Softball night: Play
in the pep band and encourage some campers to play with you or watch the game and
help campers stay focused if they are sitting the front row)
TAPS (9:30pm for MS and JH, 10pm for HS)
Make sure the campers went to get their evening meds from the infirmary. Feel free to tell
or read stories before bed. Stay with the unit for 20 minutes after taps.
7am: Reveille & Next morning Breakfast
Music Instructors should meet in front of the dining hall by 7:15am to line up with their
unit. CITs will bring the unit down to Dining Hall. After breakfast, help the CIT with
encouraging campers to clean their decks and changing tents.
Electives & Rehearsal – As usual
Lunch & Rest Time
Stay with the unit during Lunch and Rest until Recreation. After Rest Time, you are free to
go on your own for Recreation and tend to your usual duties for Afternoon Rehearsal.
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SECTION 4:
EMPLOYMENT POLICIES AND PRACTICES
of
CAZADERO
PERFORMING ARTS CAMP
Respect is earned, not bestowed.
Ship’s Counselor Deanna Troi, U.S.S. Enterprise
43
Table of Contents
I. Employment Relationship V. CazPAC Facilities

A. Employment at Will A. Policies Against Workplace
B. Equal Opportunity Employer Violence
C. Policy Against Unlawful B. Operation of Vehicles
Harassment C. Use of Equipment
D. Creating a Welcoming D. Use of Stationery & Mail
Environment For Transgender Services
and Gender Nonconforming E. Staff Member Property
Campers F. Visitors
E. Confidentiality G. Security
H. Staff Member Parking
II. Commencing Employment I. Bulletin Boards
A. Background Checks J. Telephones
B. Fingerprinting K. Housekeeping
C. Immigration Compliance L. Smoking Policy
D. Job Duties M. Health & Safety
N. Policy Regarding Violent Crime
III. Payroll O. Reporting Illegal or Fraudulent
A. Working Hours & Schedule Conduct
B. Employment P. Open Door Policy
Status/Timekeeping
Procedures VI. Benefits
C. Overtime A. Temporary Employment
D. Payment of Wages B. Leaves of Absence
E. Business Expense
Reimbursement VII. Termination
A. Voluntary Terminations
IV. Personnel B. Involuntary Terminations
A. Prohibited Conduct C. Exit Interviews
B. Drug & Alcohol Abuse D. References
C. Punctuality & Attendance
D. Investigations of Current
Employees
E. Personnel Records
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DESCRIPTION OF THE EMPLOYMENT POLICIES AND PRACTICES SECTION OF
THE CAMP STAFF HANDBOOK
This Camp Staff Handbook contains information about the employment policies and practices of Cazadero
Performing Arts Camp, Inc. ("CazPAC"). We expect each Staff Member to read this Camp Staff Handbook
carefully as it is a valuable reference for understanding your job and CazPAC. During your initial orientation,
you will be given an opportunity to sit down and carefully review this Camp Staff Handbook.
This Camp Staff Handbook supersedes all previously issued Camp Staff Handbooks and inconsistent
verbal or written policy statements. No oral statements or representations can change the provisions of this
Camp Staff Handbook.
None of CazPAC's personnel documents, including this Camp Staff Handbook, constitutes, or is intended
to constitute, an express or implied contract guaranteeing continued employment for any Staff Member.
Only the Executive Director, acting by direction of the Board of Directors has the authority to enter into an
employment agreement that alters the at-will employment relationship and any such agreement must be in
writing.
Not all CazPAC policies and procedures are set forth in this Camp Staff Handbook. We have summarized
only some of the more important ones. If you have any questions or concerns about this Camp Staff
Handbook or any other policy or procedure, please ask the Camp Director, Assistant Camp Director or one
of the Deans.
I. EMPLOYMENT RELATIONSHIP
A. Employment at will
Employment at CazPAC may be terminated for any reason, with or without cause or notice, at any time by
the Staff Member or CazPAC. Nothing in this Camp Staff Handbook or in any oral statement shall limit the
right to terminate employment at will.
This policy of at-will employment may be revised, deleted, or superseded only by a written employment
agreement signed by the Executive Director and approved by the Board of Directors that expressly revises,
modifies, deletes, or supersedes the policy of at-will employment. Unless your employment is covered by
a written employment agreement, this policy of at-will employment is the sole and entire agreement between
you and CazPAC as to the duration of employment and the circumstances under which employment may
be terminated. If your employment is covered by a written employment agreement, nothing in this Camp
Staff Handbook or in any oral statement shall modify or amend the terms of that agreement.
With the exception of employment at will, terms and conditions of employment with CazPAC may be
modified at the sole discretion of CazPAC, acting through its Executive Director, with or without cause or
notice at any time. No implied contract concerning any employment-related decision or term or condition of
employment can be established by any other statement, conduct, policy, or practice. Examples of the types
of terms and conditions of employment that are within the sole discretion of CazPAC include, but are not
limited to, the following: promotion; demotion; transfers; hiring decisions; compensation; qualifications;
discipline; layoff or recall; rules; hours and schedules; work assignments; job duties and responsibilities;
production standards; subcontracting; reduction, cessation, or expansion of operations; the use of
equipment, methods, or facilities; or any other terms and conditions that CazPAC may determine to be
necessary for the safe, efficient, and economic operation of its camp.
B. Equal Opportunity Employer

CazPAC is an equal employment opportunity employer and strives to comply with all applicable laws
prohibiting discrimination based on race, color, creed, religion, sex, sexual orientation, gender, gender
identity, gender expression, marital status, national origin, physical disability, mental disability, pregnancy,
medical condition, genetic characteristics, citizenship, military or veteran status, age, as well as any other
category protected by federal, state, or local laws. CazPAC prohibits discrimination or harassment based
45
on these classifications. Discrimination and harassment based on a perception that anyone is in any of
these protected classifications, or is associated with a person who has or is perceived as being in any of
these protected classifications, are also prohibited. All such discrimination is unlawful and all persons
involved in the operations of CazPAC are prohibited from engaging in this type of conduct.
In accordance with applicable federal and state law protecting qualified individuals with known disabilities,
CazPAC will attempt to reasonably accommodate those individuals unless doing so would create an undue
hardship on
CazPAC. Any qualified applicant or Staff Member with a disability who requires an accommodation in order
to perform the essential functions of the job should contact the Camp Director and request an
accommodation.
You should report every instance of unlawful discrimination to the Camp Director (707.632.5159) or the
President of the Board of Directors, regardless of whether you or someone else is the subject of the
discrimination. Detailed reports - including names, descriptions, and actual events or statements made -
will greatly enhance CazPAC's ability to investigate. Any documents supporting the allegations should also
be submitted. Based on your report, CazPAC will conduct an investigation. CazPAC prohibits any and all
retaliation for submitting a report of unlawful discrimination and for cooperating in any investigation of such.
Any employee who retaliates against an individual bringing a complaint of harassment or discrimination or
those involved in the investigation will be disciplined, up to and including discharge from employment.
If the investigation determines that prohibited discrimination or other conduct violative of CazPAC policy
has occurred, CazPAC will take disciplinary action, up to and including termination of employment, against
those who engaged in the misconduct.
C. Policy Against Unlawful Harassment

CazPAC is committed to the principle that all of its employees, volunteers, contractors and campers
should be able to enjoy a camp and work environment that is free from all forms of unlawful discrimination
and harassment, including sexual harassment and harassment based on race, color, creed, religion, sex,
sexual orientation, gender, gender identity, gender expression, marital status, national origin, physical
disability, mental disability, pregnancy, medical condition, genetic characteristics, citizenship, military or
veteran status, age or any other basis protected by state law, federal law or local ordinance. CazPAC
also prohibits harassment based on the perception that anyone has any of these characteristics or is
associated with a person who has or is perceived to have these characteristics. CazPAC does not
tolerate any form of unlawful harassment in the workplace or in other work-related settings, such as
business trips and camp-related social events.
All harassment against any employee, applicant for employment, volunteer, contractor, or camper of
CazPAC on any of these bases is unlawful and will not be tolerated by CazPAC. This policy prohibits
harassment by or of all persons involved in the operation of CazPAC, including faculty, camp staff,
administrators, parents, volunteers, campers, vendors or others with whom CazPAC has a business,
service, or professional relationship. Harassment by or of a visitor at CazPAC is likewise prohibited.
For information on CazPAC’s policy against harassment by campers, please refer to CazPAC’s camper
handbook.
Sexual Harassment
Sexual harassment is defined as unwelcome or unwanted advances, requests for sexual favors, and any
other verbal, visual, or physical conduct of a sexual nature when: (1) submission to or rejection of such
conduct is used as a factor in decisions affecting hiring, evaluation, promotion, or other aspects of
employment; or (2) such conduct has the purpose or effect of substantially interfering with an individual’s
employment or creating an intimidating, hostile, or offensive work environment. Examples of sexual
harassment include, but are not limited to, the following:
• Making unwelcome sexual advances or requests/or sexual favors or other verbal, physical or
visual conduct of a sexual nature an implicit or explicit condition of an employee's continued
46
employment;
• Offering employment or camp benefits in exchange for sexual favors;
• Unwelcome verbal conduct, including but not limited to epithets, derogatory or sexually
suggestive comments or slurs, sexual invitations, sexual jokes, propositions, suggestive,
insulting, obscene gestures, or other verbal abuse of a sexual nature;
• Unwelcome physical conduct, including assault, impeding or blocking movement or physical
interference with normal work or movement;
• Unwelcome visual conduct, such as gestures, derogatory or sexual posters, cartoons or
drawings, emails, or other displays in the workplace of sexually suggestive objects or pictures;
• Unwelcome written conduct, such as e-mails and/or Internet usage pertaining to any of the
above;
• Demands for sexual favors in exchange for favorable treatment or continued employment;
• Threats and demands to submit to sexual requests in order to obtain or retain any employment
benefit;
• Graphic, verbal commentary about an individual’s body, sexual prowess or sexual deficiencies;
• Flirtations, advances, leering, whistling, touching, pinching, assault, or coerced sexual acts; or
• Conduct or comments consistently targeted at only one gender, even if the content is not sexual.
Sexual harassment also includes continuing to express sexual or inappropriate interest after being
informed directly that the interest is unwelcome or using sexual behavior to control, influence, or affect
another employee or job applicant.
Other Harassment
CazPAC also prohibits other forms of harassment in the workplace. For example, a racially hostile
working environment may be created by such things as verbal abuse of a racial nature and use of racially
derogatory terms. Hostile work environments may be created by verbal, physical or visual conduct based
upon an employee’s race, color, creed, religion, sexual orientation, gender, gender identity, gender
expression, marital status, national origin, physical disability, mental disability, pregnancy, medical
condition, genetic characteristics, citizenship, military or veteran status, age or any other basis protected
by law.
Conduct which may be considered harassment in violation of this policy includes:
• Derogatory comments, epithets, slurs, or jokes.

• Posting or sharing derogatory materials such as posters, cartoons, drawings, or gestures.
• Aggressive or unwelcome physical conduct such as assault, blocking normal movement,
restraint, touching, or other physical interference.
• Bullying behavior, including but not limited to threats, intimidation, coercion, ridicule, insults, or
belittling.
• Spreading false, vicious, or malicious rumors.
• The gratuitous sabotage or undermining of a person's work performance.
• Other behavior that creates a workplace where an employee reasonably feels threatened,
humiliated, intimidated or bullied in the workplace.
Harassment by Non-Employee
CazPAC will take all reasonable steps to eliminate sexual harassment and any other harassment by non-
employees who have contact with CazPAC’s employees, interns, volunteers, campers and their families,
contractors or job applicants.
Reporting Harassment
Anyone subject to harassment, discrimination or retaliation in violation of this policy should promptly
report the violation to their supervisor or to Camp Director. An individual who is not comfortable reporting
the matter to Camp Director may report to the Executive Director or a member of the Executive
Committee of the Board of Directors. Supervisors who receive complaints or who observe harassment
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should report the harassment immediately. If a supervisor receives a harassment complaint or otherwise
learns of violations of this harassment policy, the supervisor must immediately inform the Camp Director.
A supervisor’s failure to report violations or complaints of violations of this policy may lead to discipline.
CazPAC Response
CazPAC takes all reports of harassment, discrimination and retaliation very seriously. CazPAC will
conduct a fair, timely, and thorough investigation into any complaint submitted under this policy and will
make reasonable conclusions based on the evidence collected. The investigation will be conducted in
such a way as to maintain confidentiality to the extent practicable under the circumstances. However,
CazPAC cannot promise complete confidentiality. CazPAC’s duty to investigate and take corrective action
may require the disclosure of information to individuals with a need to know. If it is determined that
inappropriate conduct has occurred, CazPAC will take appropriate remedial measures.
In addition to notifying the school about complaints, an employee may also direct a complaint to the
Federal Equal Employment Opportunities Commission (EEOC) and the California Department of Fair
Employment and Housing (DFEH) which investigate and prosecute complaints of prohibited harassment
in employment.
No Retaliation
Any individual bringing a complaint of harassment, discrimination or retaliation or assisting in investigating
such a complaint will not be retaliated against, adversely affected in the terms and conditions of
employment, or discriminated against in any way because of the complaint. Any complaints of such
retaliation will be promptly investigated, and appropriate action will be taken. Persons engaging in any
form of retaliation will be subject to disciplinary action, up to and including termination.
Penalties for Violation of this Policy

Anyone who is found to have violated this policy shall be subject to appropriate disciplinary action, up to
and including discharge, according to the findings of the investigation of the complaint. A person
engaging in conduct that violates this policy may also be subject to legal liability for his or her actions
under state or federal anti-discrimination laws. In some circumstances, a violation of this policy may occur
and discipline may be imposed, even when the conduct does not constitute a violation of any laws
prohibiting harassment or discrimination.
Mandatory Training
All Camp Staff are required to complete one hour of harassment prevention training within 30 days of
starting employment. Camp staff who have completed the training within one year before the start of
camp at another employer may provide a certificate of completion. Otherwise, Camp Staff will be required
to complete on-line training offered by the California Department of Fair Employment and Housing.
D. Creating a Welcoming Environment For Transgender and Gender Nonconforming

Campers
CazPAC is committed to providing a safe and welcoming environment for all campers, including those
who are transgender or gender nonconforming. CazPAC will not tolerate discrimination or harassment of
campers based on their gender, gender identity or gender expression. Camp Staff are expected to adhere
to this policy and to ensure that campers treat fellow campers who are transgender and gender
nonconforming with respect.
Definitions
The definitions provided here are not intended to label campers but rather to assist in CazPAC staff in
understanding how they can create a welcoming environment for transgender and gender nonconforming
campus. Campers might or might not use these terms to describe themselves.
• “Gender identity” is a person’s deeply held sense or psychological knowledge of their own
gender, regardless of the gender they were assigned at birth. Everyone has a gender identity.
• “Transgender” describes people whose gender identity is different from their sex assigned at
birth.
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• “Gender expression” refers to the way a person expresses gender, such as clothing, hairstyles,
activities, or mannerisms.
• “Gender nonconforming” Denoting or relating to a person whose behavior or appearance does
not conform to prevailing cultural and social expectations about what is appropriate to the female
or male sex they were assigned at birth. This often includes campers who use “they/them” as
pronouns. “Gender nonconforming” includes campers who identify themselves as nonbinary or
gender expansive.
Privacy
Campers have a right to keep private their transgender status or gender nonconforming presentation at
camp. CazPAC personnel should not disclose information that may reveal a camper’s transgender status
or gender nonconforming presentation to others, including parents and other camp personnel, unless (1)
legally required to do so, (2) the camper has authorized such disclosure, or (3) when seeking
urgent/emergent medical care outside of camp. Transgender and gender nonconforming campers have
the right to discuss and express their gender identity and expression openly and to decide when, with
whom, and how much to share their private information.
When contacting the parent or guardian of a transgender or gender nonconforming camper, camp
personnel should use the camper’s legal name and the pronoun corresponding to the camper’s gender
assigned at birth unless the camper, parent, or guardian has specified otherwise.
Names/Pronouns
CazPAC will address each camper by a name and pronoun that corresponds to the camper’s gender
identity. The intentional or persistent refusal to respect a camper’s gender identity (for example,
intentionally referring to the camper by a name or pronoun that does not correspond to the camper’s
gender identity) is a violation of this policy.
Gender-Segregated Activities
CazPAC does not generally segregate campers by gender, except as to sleeping and restroom
assignments. In situations where campers are segregated by gender, campers will be included in the
group that corresponds to their gender identity.
Restroom Accessibility
Campers shall have access to the restrooms that correspond to their gender identity consistently asserted
at camp. Any camper who has a need or desire for increased privacy, regardless of the underlying
reason, should be provided access to a single stall restroom, but no camper shall be required to use such
a restroom.
Dress Codes
Transgender and gender nonconforming campers may dress in a manner consistent with their gender
identity or gender expression. Please refer to our dress code in the camper handbook, which details the
expectation for appropriate camp attire, and does not restrict campers’ clothing or appearance on the
basis of gender.
Discrimination, Harassment or Bullying

It is the responsibility of camp staff to ensure that transgender and gender nonconforming campers have
a safe camp environment. This includes immediately addressing any incident of discrimination,
harassment, or bullying toward transgender and gender nonconforming campers in a kind and sensitive
manner. Complaints alleging discrimination or harassment based on a camper's actual or perceived
transgender status or gender nonconformity should be handled in accordance with the Policy Against
Harassment and Discrimination Involving Campers in the Camper Handbook.
E. Confidentiality
All CazPAC records and information relating to CazPAC or its campers are confidential and employees
must, therefore, treat all matters accordingly. No CazPAC or CazPAC-related information, including without
limitation, documents, notes, files, records, oral information, computer files or similar materials (except in
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the ordinary course of performing duties on behalf of CazPAC) may be removed from CazPAC's premises
without permission from CazPAC. Additionally, the contents of CazPAC's records or information otherwise
obtained in regard to business may not be disclosed to anyone, except where required for a business
purpose. Employees must not disclose any confidential information, (purposefully or inadvertently through
casual conversation), to any unauthorized person inside or outside the camp. Employees who are unsure
about the confidential nature of specific information must ask their supervisor for clarification. Employees
will be subject to appropriate disciplinary action, up to and including dismissal, for knowingly or unknowingly
revealing information of a confidential nature.
II. COMMENCING EMPLOYMENT
A. Background Check
CazPAC recognizes the importance of maintaining a safe workplace with Staff Members who are honest,
trustworthy, qualified, reliable, and nonviolent, and who do not present a risk of serious harm to their co-
workers or others. For purposes of furthering these concerns and interests, CazPAC reserves the right to
investigate an individual's prior employment history, personal references, and educational background, as
well as other relevant information that is reasonably available to CazPAC. CazPAC may review an
applicant's or a Staff Member's credit report and criminal background, if any. In the event that a background
check is conducted, the Camp will comply with the federal Fair Credit Reporting Act and applicable state
laws, including providing the job applicant or Staff Member with any required notices and forms. Consistent
with these practices, job applicants or Staff Members may be asked to sign certain authorization and
release forms. Consistent with legal requirements, CazPAC reserves the right to require job applicants or
Staff Members to sign the forms as requested as a condition of employment.
B. Fingerprinting
CazPAC requires fingerprinting of all employees and volunteers that work at camp. It is our policy that no
employee may commence work until a clear LiveScan report is returned from the Department of Justice.
Staff packets provide clear direction on obtaining a LiveScan report.
All new employees should contact the Berkeley office manager if you have questions on how to arrange a
LiveScan finger printing well in advance of commencing work. Please allow ample time for DOJ to turn
around their report to us. Please note CazPAC is required to maintain our own records, whether or not you
have been fingerprinted by another organization. CazPAC will reimburse staff for fingerprinting fees upon
return of payment receipt and the completed Request for LiveScan Service form.
Returning employees who have been previously fingerprinted in do not need to be printed again as your
record will be maintained in a log.
C. Immigration Compliance
CazPAC will comply with applicable immigration law, including the Immigration Reform and Control Act of
1986 and the Immigration Act of 1990. As a condition of employment, every individual must provide
satisfactory evidence of his or her identity and legal authority to work in the United States. The most
common forms of identification are a driver's license and social security card; however, other documents can
be used. If you have any questions or need more information on immigration law issues, please contact the
Administrative Manager (510.527.7500).
D. Job Duties
As part of your initial orientation, you will learn the various duties and responsibilities of your job. General
job descriptions will be provided for your individual position. CazPAC maintains certain expectations and
standards applicable to your job position. The Camp Director, the Assistant Camp Director or your
supervisor should review these with you.
It is expected that Staff Members will perform additional duties and assume additional responsibilities as
needed by the Camp Director or your supervisor for the efficient operation of CazPAC.
In order to adjust to changes in the camp, it may become necessary to modify your job description, add to or
remove certain duties and responsibilities, or reassign you to an alternate job position.
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III. PAYROLL
A. Working Hours & Schedule

CazPAC as a residential camp program is in operation 24 hours per day. Your supervisor will assign your
work schedule. You will be assigned certain responsibilities and a schedule of programs or other
responsibilities to meet and you will be expected to handle these responsibilities and any other
responsibilities that may be assigned to you. In order to accommodate the needs of the camp, it may be
necessary to change individual work schedules on either a short-term or long-term basis.
At times, emergencies such as power failures, road closings, earthquakes, fires, or severe weather may
interfere with CazPAC's operations. In such an event, CazPAC may order a temporary shutdown of part or
all of its operations. Depending on the circumstances, time off may or may not be paid.
B. Employment Status/Timekeeping Procedures

Residential camps are subject to special state and federal wage and hour laws that limit the categories of
workers subject to overtime. In the case of CazPAC, nonexempt (often called "hourly") staff is limited to
non-supervisory employees performing kitchen, office and utility work. Nonexempt staff must record their
actual time worked for payroll purposes. Nonexempt staff should record the time work begins and ends, as
well as the beginning and ending time of each meal period. Nonexempt staff must also record any departure
from work for any non-work- related reason.
All nonexempt employees are required to take one 10 minute break mid-way through each 4 hours worked
and a 30 minute unpaid meal break if working more than 6 consecutive hours.
Altering, falsifying, and tampering time records, or recording time on another Staff Member's time record is
strictly prohibited.
Exempt Staff Members, including Deans, Counselors, Music Instructors and Music Faculty, as weel as
supervisors, are not eligible for overtime and may also be required to record their time worked and
report full days of absence from work for such reasons as leaves of absence, sick leave, or personal
business.
It is your responsibility to sign your time record to certify the accuracy of all time recorded. Any errors in
your timecard should be reported immediately to the Camp Director.
C. Overtime
Kitchen Staff and Utility Crew who are needed more than 40 hours per week may be scheduled to work
overtime. All overtime work must be authorized in advance by your supervisor and approved by the Camp
Director. Working overtime without prior authorization is prohibited. Nonexempt Kitchen Staff and Utility
Crew Members will be paid time and one-half compensation for all approved hours worked overtime and
as otherwise required by state and federal law. Exempt Staff Members are expected to work as much of
each workday as is necessary to complete their job responsibilities. No overtime or additional compensation
is provided to Exempt Staff Members that includes Counselors, Program Staff and supervisors. For the
purposes of calculating overtime for nonexempt Staff Members, the workweek begins at 12:01 a.m. on the
first scheduled day of work each session and ends at midnight seven days later.
D. Payment Of Wages
Deans, Counselors, Music Instructors and Faculty will be paid at the end of each session (at the end of two
weeks for Middle School). Camp Health Officers will be paid each week after each concert.
Hourly employees (Kitchen, Utility, Office Staff) will be paid according to the following schedule:
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PAY PERIOD TIME CARDS DUE EMPLOYEES
PAID ON OR
BEFORE:
June 1-June 15 June 16 June 26
June 16-June 30 July 3 July 10
July 1-July 15 July 17 July 26
July 16-July 31 Aug. 1 Aug. 10
NOTE: Lost paychecks will incur a $25 fee, to be deducted from the replacement check.
E. Business Expense Reimbursement

Staff Members may be reimbursed for reasonable expenses incurred in the course of business. These
expenses may include meals, rental vehicles, or car mileage or gas for personal vehicles. All expenses
incurred should be submitted to CazPAC along with the receipts within 5 days of the date of the
expenditure.
Staff Members are expected to exercise restraint and good judgment when incurring expenses. Staff
Members should contact the Camp Director in advance if they have any questions about whether an
expense will be reimbursed.
IV. PERSONNEL
A. Prohibited Conduct
In order to assure orderly operations and provide the best possible work environment, CazPAC expects
Staff Members to follow rules of conduct that will protect the interests and safety of personnel. It is not
possible to list all the forms of behavior that are considered unacceptable in the workplace, but the following
are examples of infractions of rules of conduct that may result in disciplinary action, including suspension,
demotion, or termination of employment:
1. Falsification of employment records, employment information, or other records;
2. Theft or the deliberate or careless damage of any CazPAC property, the property of any Staff
Member or camper or property on loan to CazPAC;
3. Removing or borrowing CazPAC property without prior authorization;
4. Unauthorized use of CazPAC equipment, time, materials, or facilities;
5. Possessing, distributing, selling, transferring, or using - or being under the influence of – alcohol,
marijuana or illegal drugs in the workplace;
6. Provoking a fight or fighting during working hours or on premises owned or occupied by CazPAC;
7. Participating in inappropriate horseplay or practical jokes on CazPAC's time or on premises
occupied by CazPAC;
8. Carrying firearms or any other dangerous weapons, at any time, at camp;
9. Engaging in criminal conduct whether or not related to job performance;
10. Causing, creating, or participating in a disruption of any kind during working hours or on premises
occupied by CazPAC;
11. Insubordination, including but not limited to failure or refusal to obey the orders or instructions of
any supervisor or member of management;
12. Using profane, abusive, or threatening language at any time during working hours or while on
premises owned or occupied by CazPAC;
13. Unreported absence of two consecutive scheduled workdays;
14. Failing to obtain permission to leave work for any reason during normal working hours;
15. Failing to observe working schedules, including rest and lunch periods;
16. Making or accepting personal telephone calls of more than three minutes in duration during working
hours;
17. Working overtime without authorization or refusing to work assigned overtime;
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18. Wearing extreme, unprofessional, or inappropriate styles of dress or hair while working;
19. Violating any safety, health, or security policy, rule, or procedure of CazPAC;
20. Committing a fraudulent act or a breach of trust in any circumstances.
21. Violating policies against harassment and discrimination or engaging in other inappropriate
behavior toward campers.
22. Violating any health and safety rules including those implemented in response to the COVID-19
pandemic.
However, CazPAC does not have a formal progressive discipline policy requiring a set number of warnings
or counseling sessions. Instead, each case is considered based on its own facts. In the case of misconduct
or violation of CazPAC's policies, immediate termination may be appropriate depending on the facts.
This statement of prohibited conduct does not alter or limit CazPAC's policy of employment at will. Either
you or CazPAC may terminate the employment relationship at any time for any reason, with or without
cause or without notice.
B. Drug & Alcohol Abuse

The use of alcohol, marijuana, illegal drugs, intoxicants, and controlled substances (referred to in this policy
as "Prohibited Substances") whether on or off duty, can impair Staff Members' ability to work safely and
efficiently. Illegal drugs, as referred to in this policy, include drugs that are not legally obtainable, as well
as drugs that are legally obtainable, but are used for illegal, unauthorized, or inappropriate purposes.
CazPAC prohibits the following:
1. Possession, use, or being under the influence of Prohibited Substances at camp;

2. Operating a vehicle owned or leased by CazPAC while under the influence of Prohibited Substances;
3. Distribution, sale, manufacture or purchase--or the attempted distribution, sale, manufacture or
purchase-- of a Prohibited Substances at camp or during working hours.
Any Staff Member suspected of possessing Prohibited Substances is subject to inspection and search, with
or without notice. Said Staff Member's personal belongings, including any bags, purses, briefcases, and
clothing, and all CazPAC property, are also subject to inspection and search, with or without notice. Staff
Members who violate CazPAC's drug and alcohol abuse policy will be removed from the workplace
immediately. CazPAC may also bring the matter to the attention of appropriate law enforcement authorities.
Any conviction for criminal conduct involving Prohibited Substances whether on or off duty, or any violation
of CazPAC's drug and alcohol abuse policy, may lead to disciplinary action, up to and including termination.
The use of prescription drugs and/or over-the-counter drugs may also affect Staff Members' job
performance and seriously impair Staff Members' value to CazPAC. Any Staff Member who is using
prescription or over-the-counter drugs that may impair his or her ability to safely perform the job or may
affect the safety or well being of others must submit a physician's statement that the prescription drug use
will not affect job safety. The Staff Member is not required to identify the medication or the underlying illness.
Various federal, state, and local laws protect the rights of individuals with disabilities and others with regard
to the confidentiality of medical information, medical treatment, and the use of prescription drugs and
substances taken under medical supervision. Nothing contained in this policy is intended to interfere with
individual rights under, or to violate, these laws.
CazPAC is covered by the California Drug Free Workplace Act, and provides a drug-free workplace. In
connection with CazPAC's drug-free workplace compliance efforts, please note the following requirements:
Staff Members must, as a condition of employment, report any conviction under a criminal drug statute for
violations occurring on CazPAC premises or while conducting CazPAC business. A report of a conviction
must be made to the Executive Director within five days of the conviction. Within ten days of learning about
a Staff Member's conviction, CazPAC must notify any government agency with which it contracts or
subcontracts of the Staff Member's criminal drug statute conviction.
Within 30 days of the date CazPAC learns of any Staff Member's conviction, it will discipline the Staff
53
Member, up to and including termination. Any Staff Member who is not terminated will be required to
satisfactorily participate in and complete a drug abuse assistance or rehabilitation program.
Each Staff Member, as a condition of employment, shall sign an Employee Notification Statement that sets
forth the requirements of the Drug Free Workplace Act.
CazPAC will make ongoing good faith efforts to maintain a drug-free workplace by implementing the above
requirements. Failure to comply with the provisions of the drug-free workplace statutes may subject CazPAC
to loss of payments under a government contract, termination of the contract, and debarment as a
contractor for up to five years. Any questions regarding our drug-free workplace compliance efforts should
be directed to the Executive Director.
C. Punctuality & Attendance

CazPAC expects you to report to work on a reliable and punctual basis. Absenteeism, early departures
from work, and late arrivals burden your fellow Staff Members and CazPAC. If you cannot avoid being late
to work or are unable to work as scheduled, you must contact the Camp Director at least 30 minutes prior
to your scheduled start time. Excessive absenteeism may lead to disciplinary action, up to and including
termination of employment. Continuing patterns of absences, early departures, or tardiness--regardless of
the exact number of days--may warrant disciplinary action.
If you fail to report for work without any notification to your supervisor, you may be considered to have
abandoned your employment.
Individuals with disabilities may be granted reasonable accommodation in complying with these policies if
undue hardship does not result to CazPAC's operations. However, regular attendance and promptness are
considered part of each Staff Member's essential job functions.
D. Personnel Records
The information recorded in your personnel file is extremely important. Make sure that the personal data in
the file is accurate and up to date. Please report any change of address, phone number, etc. to the Berkeley
Office (510.527.7500).
Staff Members may inspect their personnel file in the presence of a representative of CazPAC. Please
contact the Berkeley Office staff to schedule a time. You may request a copy of your personnel file by
submitting a written request to the Berkeley office staff. If you desire, you may add a written statement to
your file explaining any disputed item.
Only the Executive and Camp Directors and management personnel will have access to your personnel
file. However, CazPAC will cooperate with, and provide access to your personnel file to, law enforcement
officials or local, state, or federal agencies in accordance with applicable law. All requests to review a Staff
Member's personnel file should be referred to the Executive Director. Confidential health/medical records
are kept separate from the personnel file.
V. CAZPAC FACILITIES
A. Policies Against Workplace Violence
1. Statement of Policy
CazPAC recognizes that violence in the workplace is a growing nationwide problem necessitating a firm,
considered response by employers. The costs of workplace violence are great, both in human and financial
terms. We believe that the safety and security of CazPAC Staff Members are paramount. Therefore,
CazPAC has adopted this policy regarding workplace violence.
Acts or threats of physical violence, including intimidation, harassment, and/or coercion, that involve or
affect CazPAC or that occur on CazPAC property or in the conduct of CazPAC business off CazPAC
54
property, will not be tolerated. This prohibition against threats and acts of violence applies to all persons
involved in CazPAC operations, including, but not limited to, CazPAC personnel, contract workers,
temporary employees, and anyone else on CazPAC property or conducting CazPAC business off CazPAC
property. Violations of this policy, by any individual, will lead to disciplinary and/or legal action as
appropriate.
This policy is intended to bring CazPAC into compliance with existing legal provisions requiring employers to
provide a safe workplace; it is not intended to create any obligations beyond those required by existing law.
2. Definitions
Workplace violence is any intentional conduct that is sufficiently severe, offensive, or intimidating to cause
an individual to reasonably fear for his or her personal safety or the safety of his or her family, friends,
and/or property such that employment conditions are altered or a hostile, abusive, or intimidating work
environment is created for one or several CazPAC Staff Members. Workplace violence may involve any
threats or acts of violence occurring on CazPAC premises, regardless of the relationship between CazPAC
and the parties involved in the incident. It also includes threats or acts of violence that affect the business
interests of CazPAC or that may lead to an incident of violence on CazPAC premises. Threats or acts of
violence occurring off CazPAC premises that involve Staff Members, agents, or individuals acting as a
representative of CazPAC, whether as victims of or active participants in the conduct, may also constitute
workplace violence. Specific examples of conduct that may constitute threats or acts of violence under this
policy include, but are not limited to, the following:
1. Threats or acts of physical or aggressive contact directed toward another individual;

2. Threats or acts of physical harm directed toward an individual or his/her family, friends, associates,
or property;
3. The intentional destruction or threat of destruction of CazPAC property or another Staff Member's
property;
4. Harassing or threatening phone calls;
5. Surveillance;
6. Stalking;
7. Veiled threats of physical harm or similar intimidation; and
8. Any conduct resulting in the conviction under any criminal code provision relating to violence or
threats of violence that adversely affects CazPAC's legitimate business interests.
Workplace violence does not refer to occasional comments of a socially acceptable nature. These
comments may include references to legitimate sporting activities, popular entertainment, or current events.
Rather, it refers to behavior that is personally offensive, threatening, or intimidating
3. Enforcement
Any person who engages in a threat or violent action on CazPAC property may be removed from the
premises as quickly as safety permits and may be required, at CazPAC's discretion, to remain off CazPAC
premises pending the outcome of an investigation of the incident.
When threats are made or acts of violence are committed by Staff Member(s), a judgment will be made by
CazPAC as to what actions are appropriate, including possible medical evaluation and/or possible
disciplinary action.
Once a threat has been substantiated, it is CazPAC's policy to put the person who made the threat on
notice that he/she will be held accountable for his/her actions and then implement a decisive and
appropriate response.
Under this policy, decisions may be needed to prevent a threat from being carried out, a violent act from
occurring, or a life-threatening situation from developing. No existing policy or procedure of CazPAC should
be interpreted in a manner that prevents the making of these necessary decisions.
Important Note: CazPAC will make the sole determination of whether, and to what extent, threats or acts of
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violence will be acted upon by CazPAC. In making this determination, CazPAC may undertake a case-by-
case analysis in order to ascertain whether there is a reasonable basis to believe that workplace violence
has occurred. No provision of this policy shall alter the at-will nature of employment at CazPAC.
B. Operation Of Vehicles
The use of CazPAC-owned or CazPAC-leased vehicles and rental of vehicles for CazPAC business are
limited to authorized Staff Members. These vehicles must only be used in work-related activities and may
not be used for personal business or activities without the express prior approval of management.
All Staff Members authorized to drive CazPAC-owned or CazPAC-leased vehicles or to rent vehicles for
use in conducting CazPAC business, must possess a current, valid California driver's license and an
acceptable driving record. Any change in license status or driving record must be reported to your
supervisor immediately. From time to time, CazPAC or its insurance carrier will request reports from the
Department of Motor Vehicles regarding the license status and driving record of Staff Members whose job
responsibilities include driving. In the event that the license status or driving record of any Staff Member
whose job responsibilities include driving becomes unacceptable to management or CazPAC's insurance
carrier, that Staff Member may be restricted from driving, reassigned, suspended, or terminated, at
CazPAC's discretion.
A valid California driver's license must be in your possession while operating a vehicle on or off CazPAC
property. It is the responsibility of every Staff Member to drive safely and obey all traffic, vehicle safety, and
parking laws or regulations. Drivers should demonstrate safe driving habits and not drive too fast or
recklessly.
Certain Staff Members may drive their own personal vehicles while conducting CazPAC business. These
Staff Members must maintain adequate personal automobile liability insurance. Staff Members doing so
should promptly submit an expense report detailing the number of miles driven on CazPAC business.
CazPAC will pay mileage reimbursement in accordance with applicable reimbursement rates. Staff
Members are expected to observe the above policies while on CazPAC business, even if driving their own
personal vehicles.
C. Use Of Equipment
All CazPAC property--including musical instruments, tools, walkie-talkies, desks, storage areas, work
areas, file cabinets, computer systems, office telephones, cellular telephones, modems, facsimile
machines, duplicating machines, and vehicles--must be used properly and maintained in good working
order. Staff Members who lose, steal, or misuse CazPAC property may be subject to discipline, up to and
including discharge.
CazPAC reserves the right, at all times and without prior notice, to inspect and search any and all its property.
These inspections may be conducted during or after business hours and in the presence or absence of the
Staff Member.
In addition, in order to ensure the safety and security of Staff Members and campers, and to protect
CazPAC's legitimate business interests, CazPAC reserves the right to question and inspect or search any
Staff Member or other individual entering onto or leaving CazPAC premises. The inspection or search may
include any packages or items that the individual may be carrying, including briefcases, handbags,
knapsacks, shopping bags, etc. These items are subject to inspection and search at any time, with or
without prior notice. CazPAC also may require Staff Members while on the job or on CazPAC's premises
to agree to reasonable inspection of their personal property and/or persons. The individual may be
requested to self-inspect his or her personal property or person by displaying the contents of any packages
and/or turning out his or her pockets, etc., in the presence of a representative of CazPAC, typically a
management Staff Member of the same gender. CazPAC will not tolerate any Staff Member's refusal to
submit to a search.
CazPAC's technical resources, such as its computer system, voicemail system, and e-mail, are provided
for use in the pursuit of CazPAC business and are to be reviewed, monitored, and used only in that pursuit.
56
As a result, computer data, voicemail messages, and e-mail transmissions are readily available to numerous
persons. If, during the course of your employment, you perform or transmit work on CazPAC's computer
systems or other technical resources, your work may be subject to the investigation, search, and review of
others in accordance with this policy. In addition, any electronically stored communications that you either
send to or receive from others may be retrieved and reviewed when doing so serves the legitimate business
interests and obligations of CazPAC.
Although employees may have individual passwords to access systems, the systems belong to CazPAC
and are considered shared files.
Employees should inform family members and friends that communication systems are not private and
should not be used for confidential messages.
Email and voice mail may be forwarded, altered or redistributed so systems should not be used for
messages employees would not want read by a third party.
CazPAC's equipment is primarily for work purposes, but incidental personal use is permitted, such as
checking personal email after work hours. Staff Members should understand when using CazPAC
equipment for personal use, however, they should have no expectation of privacy as to any
information or file maintained in or on CazPAC's property or transmitted orstored through CazPAC's
computer systems, voicemail, e-mail, or other technical resources. All bills and other documentation
related to the use of CazPAC equipment or property are the property of CazPAC and may be reviewed
and used for purposes that CazPAC considers appropriate. Staff Members may access only files or
programs, whether computerized or not, that they have permission to enter. Computer software is
protected from unauthorized copying and use by federal and state law; unauthorized copying or use of
computer software exposes both CazPAC and the individual Staff Member to substantial fines and/or
imprisonment. Therefore, Staff Members may not load personal software onto CazPAC's computer
system and may not copy software from CazPAC for personal use. All Staff Members must contact the
Administrative Manager to install any software on CazPAC's computer system. Unauthorized review,
duplication, dissemination, removal, installation, damage, or alteration of files, passwords, computer
systems or programs, or other property of CazPAC, or improper use of information obtained by
unauthorized means, may be grounds for disciplinary action, up to and including discharge.
Messages stored and/or transmitted by voicemail, e-mail, or telephone systems must not contain content
that may reasonably be considered offensive or disruptive to any Staff Member. Offensive content would
include, but not be limited to, sexual comments or images, racial slurs, gender-specific comments or any
comments or images that would offend someone on the basis of his or her age, sexual orientation, religious
or political beliefs, national origin, or disability.
D. Use Of Stationary & Mail Services

All CazPAC stationery, envelopes, and other work materials are for CazPAC business only. These materials
may not be used for personal correspondence or non-business matters. When signing business letters on
CazPAC letterhead, the Staff Member's name and title or position must be used.
Staff Members are requested not to send or receive personal mail using CazPAC's mail services. Staff
Members will be asked to reimburse the cost of postage for non-business related materials sent through
CazPAC's mail services.
E. Staff Member Property

CazPAC does not provide secure storage for personal belongings or instruments. It is the staff member’s
responsibility to see that all such items are appropriately insured and cared for.
F. Visitors
Staff Members may have an occasional visit from a friend or relative. Any visit must be arranged to minimize
57
disruption of work. Generally, friends and relatives should be asked not to visit Staff Members during
working hours. Unattended children are not allowed in the facility or on the premises at any time. For
safety and insurance reasons, friends, relatives, and campers are not permitted in areas restricted to Staff
Members only, unless authorized by the Camp or Assistant Camp Director.
G. Security
You should be alert at all times and should report the presence of any suspicious persons to a member
of the Executive Staff immediately. You should also maintain possession of your keys at all times. Do not
lend these items to anyone who is not authorized to possess them. Similarly, computer passwords, and
any other security access information should not be disclosed to anyone who is not authorized to have
that information.
H. Staff Member Parking

CazPAC provides Staff Members with parking on a first-come, first-served basis. You may park your
vehicle in a unreserved space. Some parking areas, however, may be reserved for disabled drivers,
vendors, campers, vehicles belonging to CazPAC, and others. CazPAC will not be responsible for any
damage to your vehicle or the contents of your vehicle while parked on CazPAC property.
I. Bulletin Boards
Bulletin boards are reserved for the exclusive use of CazPAC for posting work-related notices or notices
that must be posted pursuant to local, state, and federal law. From time to time, special notices and
information for Staff Members will be posted by CazPAC on the bulletin boards. Please check the boards
regularly for these notices. Staff Member postings are not permitted on the "work related only" board and
should be placed on boards specifically designated for Staff.
J. Telephone
While you are at work, you are expected to perform your job duties and responsibilities. Personal calls,
both incoming and outgoing, must be kept to a minimum and must not interfere with your duties and
responsibilities or CazPAC policies. Staff Members should limit their use of CazPAC telephones for
personal long-distance calls and should always use a telephone credit card. In the event it is necessary
to make a personal long-distance call, you will be asked to reimburse CazPAC for the cost. Abuse of the
long-distance telephone call policy may result in discipline, up to and including termination.
K. Housekeeping
All Staff Members are expected to maintain their work areas and housing areas in an orderly fashion.
L. Smoking Policy
Staff Members, campers, vendors, and other guests are not allowed to smoke in camper areas, CazPAC
vehicles, or in restrooms. Smokers are asked to do so only at designated areas when they are not on
duty.
M. Health & Safety

The health and safety of Staff Members and others on CazPAC property are of critical concern to
CazPAC. We strive to attain the highest possible level of safety in all activities and operations. CazPAC
also intends to comply with all health and safety laws applicable to its business.
To this end, CazPAC must rely upon Staff Members to ensure that work areas are kept safe and free of
hazardous conditions. Staff Members should be conscientious about workplace safety, including proper
operating methods and known dangerous conditions or hazards. You should report any unsafe
conditions or potential hazards to the Camp Director immediately, even if you believe you have corrected
the problem. If you suspect a concealed danger is present on CazPAC's premises, or in a product, facility,
piece of equipment, process, or business practice for which CazPAC is responsible, bring it to the
attention of your supervisor or the Camp Director immediately. The Camp Director should arrange for
the correction of any unsafe condition or concealed danger immediately.
58
Periodically, CazPAC may issue rules and guidelines governing workplace safety and health. CazPAC
may also issue rules and guidelines regarding the handling and disposal of hazardous substances and
waste. All Staff Members should familiarize themselves with these rules and guidelines as strict
compliance will be expected. Contact the Camp Director for copies of current rules and guidelines.
Failure to comply strictly with rules and guidelines regarding health and safety, or negligent work
performance that endangers health and safety, will not be tolerated.
Any workplace injury, accident, or illness must be reported to the Camp Director as soon as possible,
regardless of the severity of the injury or accident. If medical attention is required immediately, the Camp
Director will assist Staff Members in obtaining medical care, after which the details of the injury or accident
must be reported.
Policy Regarding Violent Crime

1. Statement of Policy
CazPAC recognizes the unfortunate reality that violent crimes do occur in the workplace. The potential
commission of a violent crime in the workplace may threaten the safety of Staff Members as well as
campers. Therefore, due to CazPAC's concern for the safety of its Staff Members and campers, it is
CazPAC's policy to provide guidelines to Staff Members about the signs of incipient violence and steps to
take to prevent or ameliorate violence.
2. You should make a conscious effort to observe your surroundings and report any
suspicious persons or activities to the police.
In the unfortunate event of a holdup or robbery, you should obey all orders issued by the perpetrator. Failure
to follow the perpetrator's orders jeopardizes your safety as well as the safety of campers and other Staff
Members. Therefore, remember to stay calm, move slowly, and cooperate with the perpetrator. Do not
argue, fight, display a weapon, or offer any other form of resistance. To the extent possible, Staff Members
should attempt to concentrate on the perpetrator's physical features, dress, voice, automobile, etc. in hope
of later identification.
Once the incident is over, you should remain where you are - do not attempt to follow or catch the perpetrator.
Once you are certain that the perpetrator has left the immediate area, quickly secure the area and call 911.
While waiting for the police to arrive, avoid touching anything or disturbing the area. Write down everything
you can remember about the incident and the perpetrator before talking with anyone except the police. Staff
Members are expected to cooperate fully with the enforcement authorities after the occurrence of an
incident.
N. Reporting Illegal or Fraudulent Conduct

CazPAC is committed to the highest possible standards of ethical, moral and legal conduct. In line with
this commitment and CazPAC's commitment to open communication, this policy aims to provide an
avenue for employees and volunteers to raise concerns in good faith with the reassurance that they will
be protected from reprisals or retaliation for doing so.
The earlier a concern is expressed, the easier it is to take action. Complaints, reports or inquiries may be
made under this policy on a confidential or anonymous basis. They should describe in detail the specific
facts demonstrating the basis of the complaints, reports or inquiries. Although the employee is not
expected to prove the truth of an allegation, the employee needs to demonstrate that there are sufficient
grounds for concern.
While CazPAC will consider anonymous reports, CazPAC encourages employees to put their names to
allegations because appropriate follow-up questions and investigation may not be possible unless the
source of the information is identified. CazPAC will treat all complaints under this policy as confidential as
possible in light of the need to conduct an appropriate investigation and corrective action if required.
Concerns relating to financial reporting, unethical or illegal conduct should be reported in one of the
following ways:
59
• Directly to the Camp Director, Executive Director or the President of the Board of Directors.
• If both of those persons are implicated in the complaint, report or inquiry, it should be directed to
one of the other officers of the Board of Directors.
Subjects on which CazPAC has existing complaint mechanisms should be addressed using those
procedures, such as raising matters of alleged discrimination or harassment as provided in these policies.
The action taken on complaints under this policy will depend on the nature of the concern. Initial inquiries
will be made to determine whether an investigation is appropriate, and the form that it should take. Some
concerns may be resolved by agreed action without the need for investigation. The complainant will
receive a response to the concern (unless the complaint is made anonymously). The amount of contact
between the complainant and the body investigating the concern will depend on the nature of the issue
and the clarity of information provided.
O. Open Door Policy

CazPAC welcomes employees’ suggestions. Complaints, questions and suggestions are of concern to
CazPAC. CazPAC recommends that an employee take concerns and suggestions first to his or her
supervisor. In the event a question, concern, or suggestion cannot be sufficiently addressed by the
supervisor, employees are encouraged to contact the Camp Director who will attempt to resolve the
issue. If an employee is not satisfied with the resolution by the Camp Director the employee may contact
the Executive Director.
VI. BENEFITS
A. Temporary Employment
Camp Staff are considered temporary employees because they work only during weeks that camp is in
session during the summer. Camp Staff are not entitled to employee benefits except as required by law
or described in this handbook.
B. Leaves Of Absence
1. General Provisions
CazPAC may grant a leave of absence in certain circumstances. You should notify the Camp Director in
writing as soon as you become aware that you may need an emergency leave of absence. CazPAC will
consider your request in accordance with applicable law and CazPAC's leave policies. You will be notified
whether your leave request is granted or denied. If you are granted leave, you must comply with the
terms and conditions of the leave, including keeping in touch with the Camp Director during your leave,
and giving prompt notice if there is any change in your return date.
2. Family Care and Medical Leaves of Absence

CazPAC offers eligible employees Family Care or Medical Leave. Family Care or Medical Leave may be
taken for the following reasons: (1) the employee’s own serious health condition; (2) the serious health
condition of the employee’s spouse, child (of any age), parent, sibling, grandparent, grandchild, domestic
partner (registered under California law) or a domestic partner’s child which requires the employee’s
absence from work; (3) for “any qualifying exigency” arising out of the fact that the spouse, registered
domestic partner, son, daughter, or parent of the employee is on active duty in the armed services, or has
been notified of an impending call to active duty status, in support of a contingency operation, (4) to care
for the employee’s child after birth or placement for adoption or foster care, or (5) to care for a spouse,
son, daughter, parent, or next of kin who is a servicemember recovering from a serious illness or injury
sustained in the line of duty on active duty. Note, for purposes of this family care and medical leave
policy, “child” and “parent” may include individuals who are not legally an employee’s child or parent but
in loco parentis to the employee.
Eligibility
To be eligible for a Family Care or Medical Leave of Absence, you must have worked for CazPAC for at
60
least twelve months prior to the date on which the leave is to commence and worked at least 1,250 hours
in the twelve months preceding the leave.
Amount of Leave
An eligible employee is normally entitled to up to twelve weeks of family care or medical leave each
twelve months. During a single twelve month period, however, an employee who takes leave to care for a
family member injured in the line of active military duty may take a total of twenty six weeks (26) of leave
during that twelve month period.
The amount of family care or medical leave available will be determined on a 12-month “rolling back”
basis (that is, a “rolling” 12-month period measured backward from the date an employee uses any family
care or medical leave).
Medical leave and leave to care for a family member with a serious medical condition may be taken on an
intermittent or reduced schedule basis in certain circumstances.
Family care leave for the birth, adoption or foster care placement of a child must be concluded within one
year of the birth, adoption or placement. Such leave may be taken intermittently, with a basic minimum
duration of two weeks; however, CazPAC will provide such leave for less than two weeks’ duration on any
two (2) occasions.
Procedures for Requesting Leave

In most situations, an employee will know in advance that they need to take a leave of absence.
Employees should submit a written request for leave of absence to the Executive Director at least thirty
(30) days before the beginning of their leave period. For events that are unforeseeable 30 days in
advance, but are not emergencies, an employee must notify the Executive Director as soon as they learn
of the need for the leave, ordinarily no later than 1 to 2 working days after the employee learns of the
need for the leave. If an emergency prevents an employee from providing 30 days’ notice, the employee
must submit leave documentation as soon as possible (ordinarily within 2 business days). Failure to
comply with these notice rules is grounds for and may result in deferral of the requested leave until the
employee complies with this notice policy.
For requests for medical or family care leaves involving a serious health condition of the employee or
family member, the employee must provide a completed health care provider certification form. For
foreseeable leaves, employees must provide the required medical certification before the leave begins.
When this is not possible, employees must provide the required certification within 15 calendar days after
CazPAC requests a certification, unless it is not practicable under the circumstances to do so, despite the
employee’s good faith efforts. Failure to provide the required medical certification may result in the denial
of foreseeable leaves until such certification is provided. In the case of unforeseeable leaves, failure to
provide the required medical certification within 15 days of being requested to do so may result in a denial
of the employee’s continued leave. Any request for an extension of the leave also must be supported by
an updated medical certification.
Certification Required Before Return to Work

Employees returning from a leave due to their own serious health condition or disability are required to
provide medical certification that they are released to return to work.
Leave’s Effects on Pay

Family Care and Medical leaves are unpaid, except that employees may elect to utilize any accrued sick
leave benefits and thereafter personal days and vacation benefits for all medical leaves and leaves to
care for a family member with a serious health condition. Vacation and personal days may be used during
leaves to care for a new child or baby. The use of paid time off does not extend the total duration of the
Medical or Family Care leave to which an employee is entitled.
In addition, employees may be eligible to receive wage replacement benefits during their leaves, such as
workers’ compensation, long-term disability, State Disability Insurance (SDI) or Family Temporary
61
Disability Insurance (FTDI) (also known as Paid Family Leave or PFL). If you receive wage replacement
benefits, you may elect to have CazPAC supplement those benefits using your vacation or personal days
and/or sick leave credits up to your regular compensation immediately preceding the leave.
3. Pregnancy Disability Leave

Any employee who is disabled on account of pregnancy, childbirth or related medical conditions may take
a leave for the period of actual disability up to four (4) months (the number of days she would normally
work in 17 1/3 weeks). Pregnancy-related disability includes, but is not limited to, conditions like morning
sickness, bed rest, time off for pre- or post-natal care, loss or end of pregnancy, post-partum depression,
lactation-related medical conditions, and pregnancy-induced hypertension, along with other pregnancy-
related medical conditions. When medically necessary, this leave may be taken on an intermittent or
reduced work schedule.
Pregnancy Disability Leave is in addition to any leave to which the employee may be entitled for leave to
care for the new baby under the Family Care and Medical Leave policy.
An employee will be required to furnish a medical certification from her health care provider for a
pregnancy disability leave. The certification should include the date on which the employee became
disabled due to pregnancy and the probable duration of the period of disability.
CazPAC will continue to pay for and maintain health plan coverage for the duration of a Pregnancy
Disability Leave under the same level and under the same conditions that coverage would have been
provided if the employee had continued in employment continuously for the duration of the leave.
Pregnancy Disability Leave is unpaid, except that an employee may elect to use accrued sick leave,
accrued vacation or personal days during the leave. The substitution of paid leave does not extend the
total duration of the disability leave to which an employee is entitled. An employee on a pregnancy
disability leave may be entitled to wage replacement benefits through State Disability Insurance (SDI) as
described in the Family Care and Medical Leave section above. It is the employee’s responsibility to file a
claim for these benefits. If an employee receives wage replacement benefits, the employee may elect to
have CazPAC supplement those benefits using sick leave up to the employee’s regular compensation
immediately preceding the leave.
Employees returning from a leave are required to provide medical certification that they are released to
return to work. The medical certification should refer to any work restrictions that may apply.
Employees returning from a pregnancy disability leave are entitled to reinstatement at the end of the
leave to the same position or, in certain circumstances, a comparable position, consistent with applicable
law.
In addition to a leave of absence, an employee is entitled to reasonable accommodations for disabilities

related to pregnancy, childbirth or related medical conditions. Employees should submit requests for
accommodations to the Camp Director and provide a medical certification from a health care provider. An
employee may request a transfer temporarily to a less strenuous or less hazardous position or duties if
the employee’s health care provider certifies that it is medically advisable for her own safety or that of
others or to insure the successful completion of the pregnancy, and the transfer can be reasonably
accommodated.
4. Workers’ Compensation Leave

Employees are entitled to leaves of absence when they are disabled due to an injury incurred in
connection with their employment. If an employee is also eligible for a medical leave under the Family
Care and Medical Leave policy, the workers’ compensation leave will run concurrently with the medical
leave. The length of a workers’ compensation leave will depend on the period of the employee’s disability
as well as the needs of CazPAC. Leaves are unpaid, except that employees may use any accrued sick
leave and may be entitled to temporary disability benefits from CazPAC's workers' compensation insurer.
Unless the leave is also covered by the Family Care or Medical Leave policy, CazPAC will not pay the
62
cost of health insurance premiums while an employee is on a leave under this policy.
5. Sick Leave
Camp Staff who work for CazPAC for 30 or more days will accrue one hour of paid sick leave for every 30
hours worked, up to a maximum of twenty-four (24) hours, or three days. At the end of each year, unused
sick leave will roll over to the following year, to a maximum of six (6) days or 48 hours, whichever is
greater. Once that cap is reached, accrual will cease until the employee uses his or her sick leave. Camp
Staff employees may use accrued sick leave after 90 days of employment.
Sick leave does not accrue during inactive periods, including leaves of absence. Sick leave does not have
cash value and will not be paid out at separation, although accrued sick leave will be reinstated if a
terminated employee returns to employment within one year of termination.
Leave under this policy may be used in connection with the diagnosis, care or treatment of an existing
health condition for, or the preventive care of, an employee or an employee’s immediate family member.
“Family member” for purposes of this policy includes spouses, registered or designated domestic
partners, children (regardless of age, including adopted, step, or foster children, a domestic partner’s
child, and a child to whom the employee stands in loco parentis), parents (including step, foster, and
adoptive parents, a legal guardian of an employee or the employee’s spouse or domestic partner,
parents-in-law, or a person who stood in loco parentis when the employee was a minor child),
grandparents, grandchildren and siblings. Leave under this policy may also be used for employees who
take leave under the Victims of Crime leave policy.
Sick leave may be taken in increments of one hour or more, and sick leave will be paid at an employee’s
regular rate of pay.
Sick leave is intended for use by employees in connection with legitimate illnesses or as specified above,
and is not intended and may not be used for personal days off, as vacation time, or for any other improper
purpose.
Paid sick leave will be provided upon an employee’s request. If the need for paid sick leave is
foreseeable, an employee must provide reasonable advance notice. If the need for sick leave is not
foreseeable, the employee must provide notice as soon as practicable, and when possible, employees
should provide two hours’ notice when calling in for an unforeseeable sick day.
You must notify your supervisor directly if you will be absent as soon as possible but always prior to the
first hour of each scheduled workday and every day of absence thereafter.
VII. TERMINATION
A. Voluntary Terminations
If you decide to leave your employment with CazPAC, you are asked to give at least one week's written
notice. This will give CazPAC the opportunity to make the necessary adjustments. Please return all
property owned by CazPAC to the Camp Director prior to your departure.
B. Involuntary Terminations
While the decision to commence employment is consensual, the same is not always true when the time
comes to terminate the employment relationship. As an at-will employer, CazPAC reserves the right to
end the employment relationship at any time, with or without cause or notice. In the event your
employment is terminated, please return all property owned by CazPAC to the Camp Director or a Dean
prior to your departure.
C. Exit Interviews
Before leaving, you may be asked to participate in a voluntary exit interview. This will provide closure to
your employment with CazPAC and will allow CazPAC to ensure that it has resolved various
63
administrative matters, and listened to any of your comments or ideas about improving CazPAC's
operations.
D. References
All reference requests should be directed to the Camp Director.
We are the music makers,

And we are the dreamers of dreams,
Wandering by lone sea-breakers,
And sitting by desolate streams; —
World-losers and world-forsakers,
On whom the pale moon gleams:
Yet we are the movers and shakers
Of the world for ever, it seems.
- Arthur O’Shaughnessy
64
Section 5:
Personal Inventory
What lies behind us and what lies before us are tiny matters
compared to what lies within us.
Where are you on your learning curve? Whether you are new to us this summer or you
are a Caz veteran, please thoughtfully answer the following questions.
Do I know the daily schedules by heart, and

do I know what my responsibilities are likely Very clear sort of Unclear
to be at any given moment throughout the day?
Do I know who to go to for help with a

camper issue? Very clear sort of Unclear
Do I know who to go to for help with an

artistic issue? Very clear sort of Unclear
Do I understand my job description? Very clear sort of Unclear
Do I know who my immediate supervisor is? Very clear sort of Unclear
Do I know the camp rules for campers? Very clear sort of Unclear
Do I know the camp policies for staff? Very clear sort of Unclear
Do I know when I have time off? Very clear sort of Unclear
Do I understand the camp’s values and

philosophy? Very clear sort of Unclear
Do I know how to handle a homesick

camper? Very clear sort of Unclear
Do I understand the correct procedure

for handling strangers in camp? Very clear sort of Unclear
Am I familiar with the Employment Policies

and Practices of the Camp, and do I Very clear sort of Unclear
understand the personal conduct that is
expected of me while I am a CazPAC employee?
What other questions do you need to ask about camp at this point?
What values or life lessons do you expect to impart to campers this summer? How do you
want them to remember you?
What values or life lessons do you expect to learn as a staff member this summer? In what
ways would you like this summer to be memorable for you?
That man is a success who has lived well, laughed often and loved much;
who has gained the respect of intelligent men and the love of children;
who has filled his niche and accomplished his task;
who leaves the world better than he found it whether by a perfect poem or a
rescued soul;
who never lacked appreciation of earth’s beauty or failed to express it; who
looked for the best in others and gave the best he had.
- Robert Louis Stevenson

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Summer 2023

Carolyn Niehaus-Owen, Camp Director Jonathan Knight, Assistant Camp Director

Camp Office: P.O. Box 140, Cazadero, CA 95421 ~ 707.632.5159

Emily Wainacht, Executive Director Emily Brockman, Camp Registration Manager

Berkeley Office: P.O. Box 7908, Berkeley, CA, 94707 ~ 510.527.7500

music is less significant than the fact

that music can make beautiful children.

Daily Schedules and Calendar

SECTION 2: CAMP PHILOSOPHY AND RESOURCES FOR STAFF – page 14

SECTION 3: JOB DESCRIPTIONS – page 29

SECTION 4: EMPLOYMENT POLICIES AND PRACTICES – page 43

SECTION 5: PERSONAL INVENTORY – page 65

Failure comes ONLY when we forget

Orientation for New Staff: Saturday, June 17

CAMPER ARRIVAL DAY

MID-SESSION MONDAY, Middle School Session

MID-SESSION MONDAYS (Junior High & High School Sessions)

REGULAR CAMP DAYS (Middle School Session)

REGULAR CAMP DAYS (Junior High Session)

DAY BEFORE CONCERT (YM, MS)

Normal morning classes & full rehearsal.

Dress Rehearsals in the Shell:

CONCERT DAY (YM, MS)

8:30 All Camp Choir dress rehearsal

Normal morning classes & rehearsals

Dress rehearsals in the shell:

CONCERT DAY (JH & HS)

past that is irretrievably gone; it is a living force

that animates and informs the present...

Far from implying the repetition of what has been, tradition

presupposes the reality of what endures.

It appears as an heirloom, a heritage

that one receives on condition of making it bear

fruit before passing it on to one’s

- Igor Stravinsky, from Poetics of Music

Bob Lutt retired his summer music camp operation in 1986.

With love and hope,

Sexual harassment, acts of violence, theft, or vandalism will not be tolerated.

Be sensitive to the needs of transgender and gender-nonconforming campers.

HANDWASHING FOR HEALTH AT CAMP

CAMP TELEPHONE/INTERNET POLICY

Cell phones and pagers generally do not function at camp.

Why do we need all four personality types?

the MELANCHOLY personality: the T hinker

the SANGUINE personality: the E nergizer

the CHOLERIC personality: the A chiever

the PHLEGMATIC personality: the M ediator

How to recognize one if you are not

A PEACEFUL PHLEGMATIC person is easy to get along with, quiet but

A POPULAR SANGUINE person can be fun loving, enthusiastic, spontaneous,

A PERFECT MELANCHOLY person is often serious and analytical, conscientious,

…. Praise for their accomplishments; help with being organized and

…. Help with setting goals and making decisions; positive,

…. Organization, direction, and above all, sincerity; understanding

IF YOU ARE A…. ….THEN YOU MAY WANT TO CONSIDER….

Admitting you may be wrong now and then; learning to apologize;

Source: Personality Plus, by

Unconscious Incompetence - You don’t know you don’t

Conscious Incompetence - You know you don’t know

The disillusioned learner: you are learning the task is harder

Conscious Competence - You know you know

The capable but cautious performer: you know how to do it but

Unconscious Competence - You don’t know you know