Your Payment & Benefits

REQUIRED FORMS

When hired, every tzevet member is e-mailed:

  1. A link from DocuSign to submit their contract and other required staff forms.
  2. An e-mail with instructions for accessing their CampMinder account and the additional paper and online forms to be completed there.

Tzevet are required to submit ALL OF THEIR REQUIRED FORMS before the start of work. If these have not been received in the camp office in advance of any tzevet’s arrival at camp, the Staff Contract will not be honored.

REIMBURSEMENT POLICY FOR PURCHASES

EXPENDITURES: Please be advised that ALL expenditures must be approved and authorized prior to purchase. To receive reimbursement, tzevet must complete a reimbursement request form (available in the Misrad), along with all receipts for one’s purchases. No reimbursement form will be accepted for reimbursement if your form is not signed by your Rosh Edah or Rosh Anaf.

The receipt must contain only items purchased for camp use; no personal items may be included on the receipt. We will not reimburse for any expenses if the receipt contains camp items mixed with personal items.

Tzevet must use the tax-exempt form when making purchases. If tzevet submit a receipt for a purchase made without using the tax-exempt form, we will not reimburse for the sales tax on the purchase.

In order to be reimbursed before you leave camp, your reimbursement form must be turned in to Ken Milgram in the Misrad by the Wednesday morning before your last day.

TRAVEL FOR CAMP BUSINESS: Personal cars may not be used for camp business (i.e. transport, etc.) without explicit approval of the CEO, Co-Directors, or COO. Travel in any tzevet’s private car is reimbursable at the rate of $.34 per mile when authorized in advance for use on camp business. Gas and tolls are included in the $.34 rate. Travel reimbursement will be paid only with the PRIOR approval and authorization of the CEO, Co-Directors, or the COO. Expenses incurred while using a camp vehicle on camp business are reimbursable if authorized in advance and the appropriate documentation and expense report (receipts, bills, etc.) have been presented.

Reimbursements will be issued on a weekly basis.

TRAVEL REIMBURSEMENT

If you live within 150 miles of camp, and are driving to camp, Camp Ramah New England will not reimburse for your travel.

If you live further than 150 miles of camp, and are driving to camp, we will reimburse you at a rate of $.34 per mile for the total round-trip mileage of your trip, minus 150 miles each way, up to a maximum reimbursement amount of $150.

All travel reimbursements will be issued at the end of the camp season.

If you are flying to camp, you MUST email Becky Sherman with your flight details BEFORE booking your flight. Any flight not approved by Rutie will NOT be reimbursed.

All approved flights to camp will be reimbursed up to a limit of $300 total (round trip). You must complete an on-line travel reimbursement form, along with a mapquest or google maps itinerary of your trip, in order to be reimbursed. Anyone living outside of our region who feels they need additional travel reimbursement because their flights will cost more than $300 may email Becky to make this request. Requests will not be considered after June 1st, 2024.

If a staff member is dismissed or resigns, Camp Ramah New England will NOT reimburse for that staff member’s travel to/from camp.

GRATUITIES

Tzevet may not accept tips or gratuities from parents either prior to, during, or at the end of the camp session.

SALARIES FOR STAFF MEMBERS WITH CAMPERS ENROLLED IN CAMP

In order to ensure compliance with State and Federal rules and regulations, all staff-members will receive their pay with all of the appropriate taxes deducted. The payroll process will be as follows:

You may choose to either:

  • Receive a pay check for your post-tax salary and then pay your camp bill separately, or
  • Credit the amount of your balance due from your post-tax salary to pay towards your camp bill. In order to facilitate this, you MUST see our Finance Associate, Ken Milgram, to sign a release form to allow us to deduct this from your post-tax salary.

If you choose to credit your salary towards your camp bill, we will keep your camp bill open until the end of your employment and make arrangements with you to apply the post-tax salary towards the tuition. If you have any questions or need any assistance, please contact Ed Pletman, COO.

CATEGORIES OF EMPLOYMENT

SEASONAL STAFF MEMBERS perform a job for a specified time, normally less than one year. Employees hired for the camp season are considered EXEMPT.

NON-EXEMPT STAFF MEMBERS are entitled to overtime pay as required by applicable federal and state law.

EXEMPT STAFF MEMBERS are not entitled to overtime pay and may also be exempt from minimum wage requirements pursuant to applicable federal and state laws.

Please contact one of the Co-Directors if you are unsure of your employment classification.

RECORDING YOUR TIME

This section does not apply to summer staff members (who are considered EXEMPT):

Non-exempt staff members must record their hours on time sheets and give them to their supervisor Wednesday morning before each Friday payday.

Accurately recording all of your time is required in order to be sure that you are paid for all hours worked. You are expected to follow the established procedures in keeping an accurate record of your hours worked.

Time must be recorded as follows:

  • Immediately before starting your shift.
  • Immediately after finishing work before your meal period.
  • Immediately before resuming work after your meal period.
  • Immediately after finishing work.
  • Immediately before and after any other time away from work.

Exempt staff members may be required to accurately record their time worked in accordance with federal and state wage and hour law.

All non-exempt staff members subject to this policy are required to accurately record all time worked.

The workweek starts on Sunday and ends on Saturday.

PAYDAY

Non-exempt employees will be paid biweekly on Friday for the period that ends on that Saturday.

EXEMPT employees (summer staff members) will paid as follows:

  • 8-week employees receive one-half their salary mid-season and the balance at the end of the season.
  • 4-week employees receive their full salary at the end of the session that they worked.

All wages earned by employees of Camp Ramah New England are treated as Massachusetts source income. Those employees who are residents of other states will have to file a Massachusetts non-resident income tax return.

We generally cannot honor requests for salary advances. If you have a need for a salary advance, please contact our Finance Associate or COO to discuss your request.

Staff-members who leave camp before the end of a session will have their checks mailed to them at the end of that session.

Please review your paycheck for errors. If you find a mistake, please report it to the Finance Associate or COO immediately.

Your W2 will be mailed to you after the end of the secular year. We will mail it to the address listed on your finale summer pay stub. If you want it to be mailed to a different address, please make sure to inform Ken Milgram BEFORE the end of the secular year.

PAYCHECK DEDUCTIONS

Camp Ramah New England is required by law to make certain deductions from your paycheck each pay period. Such deductions typically include federal and state taxes and Social Security (FICA) taxes. Depending on the state in which you are employed and the benefits you choose, there may be additional deductions. All deductions and the amount of the deductions are listed on your pay stub. These deductions are totaled each year for you on your Form W-2, Wage and Tax Statement.

If you do not want to have state or federal taxes withheld, you must have chosen “EXEMPT” on your W4. Please make sure to check with Ken, before the last week of your camp session, to verify if you indicated “EXEMPT” on your W4. We are unable to reissue a paycheck with taxes withheld once processed.

It is the policy of Camp Ramah New England that exempt staff members’ pay will not be “docked,” or subject to deductions, in violation of salary pay rules issued by the United States Department of Labor and any corresponding rules issued by the state government, as applicable. However, Camp Ramah New England may make deductions from staff members’ salaries in a way that is permitted under federal and state wage and hour rules. Staff members will be reimbursed in full for any isolated, inadvertent, or improper deductions, as defined by law.

Thus, exempt staff members may be subject to the following salary deductions, except where prohibited by state law, but only for the following reasons:

  • Absences of one or more full days for personal reasons, other than sickness or disability; or
  • Absences of one or more full days due to sickness or disability, if there is a plan, policy, or practice providing replacement compensation for such absences; or
  • Absences of one or more full days before eligibility under such a plan, policy, or practice or after replacement compensation for such absences has been exhausted; or
  • Suspensions of one or more full days for violations of safety rules of major significance; or
  • Suspensions of one or more full days for violations of written workplace conduct rules, such as rules against sexual harassment and workplace violence; or
  • Payment of actual time worked in the first and last weeks of employment, resulting in a proportional rate of a staff member’s full salary; or
  • Any unpaid leave taken under the Family and Medical Leave Act; or
  • Negative paid-time-off balances, in whole-day increments only. 
  • An air-conditional rental.
  • A refrigerator rental.
  • Medication purchased for a staff-member by our medical staff.

If questions or concerns about any pay deductions arise, staff members may discuss and resolve them with the CEO, Co-Directors or COO.

GARNISHMENT/CHILD SUPPORT

When a staff member’s wages are garnished by a court order, Camp Ramah New England is legally bound to withhold the amount indicated in the garnishment order from the staff member’s paycheck. Camp Ramah New England will, however, honor applicable federal and state guidelines that protect a certain amount of a staff member’s income from being subject to garnishment.

OVERTIME

EXEMPT employees (summer staff members) are not eligible for overtime.

Non-exempt employees: although overtime rarely occurs, you will be given advance notice when feasible, but this is not always possible. Non-exempt employees must have all overtime approved in advance by their supervisor.

Non-exempt employees will be paid at a rate of time and one half their regular hourly rate for hours worked in excess of 40 hours in a workweek, unless state law provides a greater benefit in which case, we will comply with the state law.

Only actual hours worked count toward computing weekly overtime.

If you have any questions concerning overtime pay, check with the COO.

EQUAL EMPLOYMENT OPPORTUNITY

Camp Ramah New England is committed to equal employment opportunity. We will not discriminate against staff members or applicants for employment on any legally recognized basis [“protected class”] including, but not limited to: veteran status, uniform service member status, race, color, religion, sex, national origin, age, physical or mental disability, genetic information or any other protected class under federal, state, or local law.

In Massachusetts, the following are a protected class: race, color, religious creed, national origin, sex, pregnancy, sexual orientation, ancestry, age [over 40], veteran status, genetic information, handicap, admission to a mental facility, and military membership.

You may discuss equal employment opportunity related questions with the CEO or COO.

AMERICANS WITH DISABILITIES ACT

Camp Ramah New England is committed to providing equal employment opportunities to qualified individuals with disabilities. This may include providing reasonable accommodation where appropriate in order for an otherwise qualified individual to perform the essential functions of the job. It is your responsibility to notify the CEO, Co-Directors, COO, or Director of Camper Care of the need for accommodation. Upon doing so, we may ask you for your input or the type of accommodation you believe may be necessary or the functional limitations caused by your disability. Also, when appropriate, we may need your permission to obtain additional information from your physician or other medical or rehabilitation professionals.

IMMIGRATION REFORM AND CONTROL ACT

In compliance with the federal Immigration Reform and Control Act of 1986 (IRCA), as amended, and any state law requirements, if applicable, CRNE is committed to employing only individuals who are authorized to work in the United States.

Each new staff-member, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility.

If a staff-member is authorized to work in this country for a limited time period, the individual will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by Camp Ramah New England

STAFF MEMBER BENEFITS

This Staff Handbook describes the current benefit plans maintained by Camp Ramah New England. Refer to the actual plan documents and summary plan descriptions if you have specific questions regarding the benefit plan. Those documents are controlling.

Camp Ramah New England reserves the right to modify its benefits at any time. We will keep you informed of any changes.

PAID TIME OFF (PTO)

Full-summer employees are eligible for Paid Time Off (PTO) as follows:

Each full-summer staff member will be allowed up to a maximum of six (6) designated days off during the contract period.

Please note that full-summer madrichim in certain edot might only be allotted five (5) days off, because of the schedule for that edah.

Single session tzevet will be allowed up to a maximum of three (3) designated days off during the contract period.

Exempt employees will receive sick pay in compliance with state and federal wage and hour laws.

A schedule of appropriate days off has been created for all counselors and specialty staff members. Check with your Rosh Edah and Rosh Anaf for the schedule of days off for your edah or anaf. Any changes to this schedule must be approved by the CEO or Co-Directors.

Unless it is a regularly scheduled day off, time off requests should be made by June 1st to Michelle Sugarman. PTO can be used as vacation time, sick time or to take care of personal matters.

Days off are generally twenty-four hours, and are generally 6:45 PM-6:45 PM. Any change from this regular day-off time frame is subject to advance approval by the staff member’s supervisor to ensure that the staff member is not needed for any camp programs.  

Tzevet members are not compensated for days off not taken during the contract period.

MEAL TIME

This section does not apply to summer staff members (who are considered EXEMPT):

For all non-exempt employees: a 30-minute, paid meal break should be taken each day. The COO is responsible for approving the scheduling of this time.

ACCESS TO PERSONNEL FILES

Tzevet who submit a written request to review their personnel files will, in accordance with state law, receive an opportunity to view their files within five business days on Camp Ramah New England premises and during normal business hours. Tzevet who submit a written request for a copy of their personnel files will, in accordance with state law, receive a copy of their files within five business days. Tzevet shall be permitted to review their own personnel file on no more than two separate occasions per calendar year. For more information, contact the COO or Co-Directors.

JURY DUTY

Tzevet summoned for jury duty, who are regularly employed, receive their regular wages for the first three days. “Regularly employed” includes all full-time tzevet, as well as all part-time, temporary and casual tzevet whose hours may be reasonably determined. Thereafter, regularly employed tzevet summoned for jury duty are granted an unpaid leave in order to serve. All other tzevet summoned for jury duty will be granted an unpaid leave in order to serve. Exempt staff-members may be provided time off with pay when necessary to comply with state and federal wage and hour laws. We reserve the right to request proof of jury service issued by the Court upon return. Please make arrangements with the COO or Co-Directors as soon as you receive your summons.

VOTING LEAVE

Camp Ramah New England believes that all tzevet should have the opportunity to vote in any state or federal election, general primary or special primary. Tzevet will be granted unpaid time off in order to vote for the first two hours the polls are open if the tzevet are otherwise scheduled to work those hours and they apply for voting leave. Exempt tzevet may be provided time off with pay when necessary to comply with state and federal wage and hour laws. Please notify the COO or Co-Directors of the need for voting leave as soon as possible.

MILITARY LEAVE

Tzevet who are required to fulfill military obligations in any branch of the Armed Forces of the United States or in state military service will be given the necessary time off and reinstated in accordance with federal and state law. The time off will be unpaid, except where state law dictates otherwise. Exempt tzevet may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

Accrued paid time off (PTO) may be used for this leave if the tzevet chooses. Military orders should be presented to the COO or Co-Directors and arrangements for leave made as early as possible before departure. Tzevet are required to give advance notice of their service obligations to Camp Ramah New England unless military necessity makes this impossible. You must notify the COO or Co-Directors of your intent to return to employment based on requirements of the law. Your benefits may continue to accrue during the period of leave in accordance with state and federal law.

WITNESS LEAVE

Tzevet are given the necessary time off without pay to attend or participate in a court proceeding in accordance with state law. We ask that you notify the COO or Co-Directors of the need to take witness leave as far in advance as is possible. Exempt tzevet may be provided time off with pay when necessary to comply with state and federal wage and hour laws.

SOCIAL SECURITY

During your employment, you and Camp Ramah New England both contribute funds to the federal government to support the Social Security program. This program is intended to provide you with retirement benefit payments and medical coverage once you reach retirement age.

WORKERS’ COMPENSATION

On the job injuries are covered by our Workers’ Compensation insurance policy. This insurance is provided at no cost to you. If you are injured on the job, no matter how slightly, report the incident immediately to the COO. Consistent with applicable state law, failure to report an injury within a reasonable period of time could jeopardize your claim. We ask for your assistance in alerting management to any condition that could lead to or contribute to a staff member accident.

TALK TO US

We encourage you to bring your questions, suggestions and complaints to our attention. We will carefully consider each of these in our continuing effort to improve operations.

If you feel you have a problem, present the situation to the following individuals:

  • Madrichim and mumchim  should speak with one of the CEO, Co-Directors, Director of Camper Care, or the Senior Program Staff.
  • Tzevet of other departments should speak with the COO.

Your suggestions and comments on any subject are important, and we encourage you to take every opportunity to discuss them with us. Your job will not be adversely affected in any way because you choose to use this procedure.

IF YOU MUST LEAVE US

Should you decide to leave your employment with us, we ask that you provide the CEO with at least two weeks advance notice. Your thoughtfulness is appreciated and will be noted favorably should you ever wish to reapply for employment with Camp Ramah New England or ask us for a reference in the future.

We will provide a “letter of reference” to former tzevet when the circumstances permit. Generally, we will confirm upon request our tzevet members’ dates of employment, salary history and job title.

Additionally, all resigning tzevet should complete a brief exit interview prior to leaving. All Camp Ramah property must be returned upon discharge. Otherwise, Camp Ramah New England may take action to recoup any replacement costs and/or seek the return of Camp Ramah property through appropriate legal recourse.

You should notify Camp Ramah New England if your address changes during the calendar year in which discharge occurs so that your tax information will be sent to the proper address.

If a staff member is dismissed or resigns, CRNE will NOT reimburse for that staff member’s travel to/from camp.

TERMINATION OF EMPLOYMENT

The camp reserves the right to dismiss any tzevet whose actions we determine to be detrimental to the camp program or themselves. In the unfortunate event that a tzevet member is dismissed, they will receive a pro-rated share of their salary for the number of days worked, NOT including staff week. A full-session staff member dismissed at intersession will receive exactly 50% of their salary.

If a staff member is dismissed or resigns, CRNE will NOT reimburse for that staff member’s travel to/from camp.