Fair Treatment Policies

Grievance Policy

Everyone at Hickory Cove – especially Camp staff, volunteers, campers and parents – has the right and responsibility to share any concern they have directly with the person with whom they have that concern. If the concern is not sufficiently addressed to the offended person’s satisfaction, that person has the right and responsibility to approach the person’s superior with the issue. This sequence should continue until the issue is resolved or it is brought to the attention of the Executive Director. At this point, the Executive Director will make the final decision on the matter.

If the issue concerns the Executive Director and if the offended party feels that a Board Policy has been violated, the offended party has the right and responsibility to approach the Board of Trustees. The Board will make a determination as to whether or not a Board Policy has been violated and it is an issue in which they should be involved according to their policies.

Unfair Treatment Policy

No one is permitted to treat another person in a manner that could be interpreted as unfair for their own personal benefit. If a circumstance arises where a person feels they are being unfairly treated so that someone else can benefit they are to immediately report the incident to their supervisor. If the supervisor is involved in the treatment the employee or volunteer is to report the person to the Executive Director.

If the unfair treatment involves the Executive Director the offended party has the right to approach the Board of Trustees with the issue since this would be a violation of Board policies.

Whistleblower Policy

If any employee of Hickory Cove Bible Camp reasonably believes that some policy, practice, or activity of Hickory Cove is in violation of law, a written complaint may be filed by that employee with the Executive Director.

It is the intent of Hickory Cove Bible Camp to adhere to all laws and regulations that apply to the organization, and the underlying purpose of this policy is to support the organization’s goal of legal compliance. The support of all employees is necessary to achieving compliance with various laws and regulations. An employee is protected from retaliation only if the employee brings the alleged unlawful practice to the attention of the Executive Director (or the Chairman of the Board of Directors, if the alleged unlawful practice involves the Executive Director) and provides Hickory Cove with a reasonable opportunity to investigate and correct the alleged unlawful activity. The protection described below is only available to employees that comply with this requirement.

Hickory Cove Bible Camp will not retaliate against an employee who, in good faith, has made a protest or raised a complaint against some practice of Hickory Cove, or of another individual or entity with whom Hickory Cove had a business relationship, on the basis of a reasonable belief that the practice is in violation of a law or a clear mandate of public policy.

Hickory Cove Bible Camp will not retaliate against an employee who discloses or threatens to disclose to a supervisor or a public body any activity, policy, or practice of Hickory Cove that the employee reasonably believes is in violation of a law, or a rule, or regulation mandate pursuant to law or in violation of a clear mandate or public policy concerning health, safety, welfare, or protection of the environment.