of the Marcus Jewish Community Center of Atlanta, Inc.

5342 Tilly Mill Road, Dunwoody, GA 30338-4499

Tel (678) 812-4000 Fax (770) 481-0101
E-mail summer@campbarney.org
www.campbarney.org
“OFFER OF EMPLOYMENT”

NAME: Miguel Cruz Sanchez

POSITION: Theatre Staff

Arrival Date at Camp Barney Medintz: 5/25/2023

Dates of Employment: 5/25/2023 - 7/29/2023*
First Day of Session 1: 6/4/2023
Last Day of Session 2: 7/28/2023
Last Day of Camp for Staff: 7/29/2023

Salary (before taxes): $2,160.00

*The Dates of Employment above constitute the Employment Period, which includes Staff
Training, and clean-up after camp. The staff member shall perform all assignments and
duties as may be assigned to him/her by the Camp Director and/or Assistant Directors and in
a manner consistent with the Personnel Policies attached hereto.

IN ORDER TO BE VALID, A SIGNED COPY OF THIS OFFER OF EMPLOYMENT MUST

BE RETURNED TO THE CBM OFFICE BY 2/9/2023.

1. The undersigned staff member accepts the above position at Camp Barney Medintz
(“CBM” or the “Camp”) for the 2023 Camp Season. The Dates of Employment above
constitute the Employment Period, which includes Staff Training and clean-up after
camp. Acceptance of this Offer of Employment is contingent upon acceptable
completion of a background check. The staff member shall perform all assignments
and duties as may be assigned to them by the Camp Director and/or Assistant
Directors and in a manner consistent with the Personnel Policies attached hereto.

2. CBM shall pay the staff member the above Salary for all services rendered while in its
employ. Payment of the Salary shall be made at the end of the Camp Season after all
responsibilities have been properly performed, incurred balances have been paid, and
all reports have been completed. All applicable taxes, FICA and other such deductions
as may be required by law, shall be withheld.
 3. The staff member is required to be at the Camp during the entire Employment Period
unless time-off or previous arrangements have been made with the Camp Director.
Should the staff member be unable to fulfill the entire employment period, voluntarily
resign or be terminated for cause (including, but not limited to, termination for violation
of the Personnel Policies), the Salary will be prorated to the date of termination. The
Completion Bonus will be paid to the staff member upon their successful completion of
the Employment Period. Should the staff member be unable to fulfill the entire
Employment Period or voluntarily resign or be terminated for cause prior to the end of
the Employment Period, the staff member will not be paid or be eligible to receive the
Completion Bonus.

4. The staff member shall establish their fitness for duty to the satisfaction of CBM by
forwarding a completed official camp Health Form, signed by a physician, to the Camp,
at least ten (10) days prior to the first day of service of this Offer of Employment.

5. CBM shall provide the staff member, at the Camp’s expense, with room, board and
workers compensation insurance. If the staff member requires medical care or
prescribed medications not covered by workers compensation insurance, the cost of
such care shall be the responsibility of the staff member. The Camp will also provide
transportation to Camp at the beginning season from the Marcus Jewish Community
Center of Atlanta (“MJCCA”) or the Atlanta airport and from Camp at the end of the
season to the MJCCA or the Atlanta airport.

6. All charges to the staff member’s personal account must be paid to the Camp prior to
receiving their salary (e.g., photograph(s) purchased, canteen items purchased,
in-camp laundry service, Staff Auction purchases, prescription medications purchased
by the Camp). These charges will not be withheld from the staff member’s paycheck.

7. In case of emergency and inability to contact parents of staff and/or other emergency
contacts, CBM is hereby granted permission to secure any additional medical and/or
surgical treatment and hospital services upon advise and recommendation of the
Camp’s medical staff.

8. Acceptance of this Offer of Employment shall not change or alter the staff member’s
status as an employee at will. As such, there is no express or implied employment
contract between the staff member and the Camp. There is no guarantee of
employment for any period of time.
9. CBM shall conduct a background checks on the staff member for employment
purposes.
10. If an On-time Signing Bonus is offered to the staff member, it will be included in the final
salary if the staff member signs and submits the Offer of Employment prior to the due
date of the initial Offer.
11. If a Commitment Bonus is offered to the staff member, it will be included in the final
salary if the staff member does not change the terms of the Offer of Employment, or if
the staff member contacts CBM about any necessary changes prior to March 15, or
prior to the employment start date for Offers of Employment extended after March 15.
Camp Barney Medintz Personnel Policies
The practices, policies, and procedures for staff at Camp Barney Medintz (CBM) have been
designed to enable our camp staff to function within a safe and secure environment and to
appreciate the scope of living within our community. The purpose of the following information
is to clearly state for staff the basic requirements of living and working at Camp Barney
Medintz, as well as staff member privileges, limitations, and general responsibilities. The
Personnel Policies within this document are part of the attached “Offer of
Employment.”

ASSIGNMENT
The camp administration shall be sole judge regarding the assignment to areas, units, living
villages, and supervisors. "Offers of Employment" for specialists and support staff are
specific as to job assignments; those for counselors and unit counselors are not specific as
to unit placement and will be shared prior to staff arrival at camp if at all possible. Some
cabin groups may remain in flux until staff arrival. In that case, it is possible that some unit
staff will not receive a specific unit placement until they arrive at camp. JIT, SIT, Chalutzim,
and CBMX assignments are specific in the offer of employment.
If deemed in the best interest of camp, reassignment of staff duties may occur during the
course of the season.

OUR VALUES
Community

Camp Barney is a space for everyone to feel welcome. At camp, we develop meaningful
connections, embrace differences, take care of each other, and show support and
appreciation for our camp community.

Self-Discovery

Camp Barney is a place to feel safe, physically and emotionally. We challenge ourselves to
become independent and confident while discovering the best version of ourselves.

Joy

We are most open to learning and growing when we are having fun. Camp Barney is a place
to play together and experience true joy.

Making a Positive Difference

We share an obligation to take care of the community around us – its environment and its
people – with the goal of making a positive impact. We aim to think of others and make our
interactions positive, knowing we are always trying to improve.

Jewish Identity

Camp Barney makes Judaism approachable so that everyone in our community can connect
to traditions and culture in a way that is both meaningful and comfortable. We expose our
community to the array of Jewish experiences among us and around the world.

Integrity

Camp Barney’s community prioritizes treating people, animals, and the environment with
kindness, compassion, and empathy. We emphasize making good choices, even when no
one is watching.

COMMITMENT TO CAMP BARNEY

We ask that everyone (campers and staff alike) at Camp Barney make the following
commitments to reaffirm what we stand for and what we want our community to be.

1. I will treat everyone with kindness and respect.

2. I will help others feel welcome and valued.
3. I will embrace people who are different from me and the things that make each of us
unique.
4. I will be present and connect with the people at camp.
5. I will challenge myself to have new experiences.
6. I will take care of my body, mind, and soul.
7. I will think about the physical and emotional safety of others before I act.
8. I will strive to make a positive impact in my community and help make the world a
better place.
9. I will show appreciation for the Jewish traditions we share.
10. I will have fun and help others find joy.

ZERO TOLERANCE POLICIES

Camp Barney is committed to helping everyone in our community feel safe as they learn and
grow. We believe that the process of making mistakes, attempting to fix those mistakes, and
learning from them is an important part of the process of growing as an individual and being
part of a community. However, some behaviors present too great a risk to the safety of our
community for an individual to remain at camp. Any staff member who engages in any of the
following behaviors will be dismissed from camp for the summer.
Unless otherwise stated, these policies apply at all times and regardless of whether at camp
or not. Contracts may be terminated and offers of employment may be revoked for staff
members who violate these policies as interpreted by camp administration, regardless of
whether they do or do not occur during the term of employment or on camp property. This list
should not be considered exhaustive, and there may be other behaviors or reasons that lead
to termination of employment.

Zero Tolerance Policies for Staff

1. Leaving campers unaccounted for

2. Creating, encouraging, or tolerating an unsafe environment for campers or staff
3. Physical violence directed to any person or animal
4. Verbal abuse or sexual harassment
5. Physical relationships between a staff member and a camper
6. Possessing unapproved firearms or other weapons
7. Use, possession, or working under the influence of alcohol or illegal drugs
8. Encouraging, enabling, or allowing campers to violate a zero-tolerance policy

1. Leaving Campers Unaccounted For

As staff at Camp Barney, our greatest responsibility is to care for kids and make sure kids
feel cared for by providing appropriate supervision at all times.
Whenever a staff member has an assigned supervisory responsibility, they will be present,
engaged, and alert. They will continue to provide supervision until directed otherwise by a
supervisor or relieved by another staff member with appropriate supervisory qualifications
while maintaining the correct supervisory ratios for the current situation.

2. Creating, encouraging, or tolerating an unsafe environment for

campers or staff

Camp Barney is a place to feel safe, physically and emotionally. We ask everyone to commit
to thinking about the physical and emotional safety of others before they act.
Staff members will use their best judgment and uphold camp policies for themselves, their
co-workers and campers to maintain a physically and emotionally safe environment. Staff
who are aware of an unsafe environment are expected to take immediate corrective action if
that is within the scope of their training and ability. If not, they are expected to immediately
notify their supervisor or other camp management.

3. Physical violence directed to any person or animal

As part of our effort to create a safe environment, we solve disagreements with conversation
to increase empathy and understanding. Physical violence is not tolerated.
Any staff member that engages in a deliberate act of physical violence against a person or
animal at camp will be dismissed.

4. Verbal abuse or sexual harassment

At Camp Barney we develop meaningful connections, embrace differences, and take care of
one another. We treat each other with respect in all our interactions as a means of showing
support and appreciation for everyone in the camp community.
Verbal abuse includes harassing, labeling, insulting, scolding, cursing, or yelling at an
individual with the intent of frightening, humiliating, denigrating, or belittling that person. This
may include oral, gestured, or written language that attacks the self-concept of the victim,
making them feel powerless. We expect that all staff will strive to treat everyone with respect.
We are aware that in some cases, however, staff may inadvertently act in a way that is not
perceived as respectful but without the intent of doing harm to anyone else. We expect staff
to learn from their experiences and actively work towards being better communicators.
Regardless of intent, staff who continuously engage in patterns of verbal abuse will be
terminated.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and
other verbal or physical conduct of a sexual nature. All staff will abide by all MJCCA policies
on this matter.

5. Physical relationships between staff members and campers

All staff members have a responsibility to care for all campers at camp. In the eyes of our
community and the law, any physical relationship between a staff member and a camper is a
violation of this responsibility regardless of the ages of those involved.
While we acknowledge that our youngest staff members may be very close in age to our
oldest campers and may be engaged in personal and physical relationships outside of camp,
physical relationships between any staff member and any camper (including any Staff-
in-Training program participants currently enrolled as campers) will not be tolerated.

6. Possessing unapproved firearms or other weapons

In the interest of protecting the physical and emotional safety of everyone at camp,
unapproved firearms and other weapons are not permitted.
No staff member will possess a firearm or other weapon unless specifically approved by the
Camp Director. This policy applies on-site at camp and during any off-site camp programs or
events. This policy is not intended to apply to tools used by staff as relevant for their jobs (for
example, pocket knives), though staff are still responsible for securing access to any
potentially dangerous tools. If staff have any questions about whether an item is considered
a tool or a weapon, they should consult with a member of the full-time team before bringing
the item onto camp property or to an off-site program or event.

7. Possession, use, or working under the influence of alcohol or illegal

drugs

Our time at camp together is precious. We ask everyone to commit to being fully present at
camp and to always think about the physical and emotional safety of others before acting.
We believe that use of alcohol and illegal drugs prevents staff from doing this effectively.
Staff members are not permitted to bring alcohol, illegal drugs, or other drugs with extreme
psychoactive or intoxicating effects onto camp property or any off-site camp programs or
events, nor to take possession of or use these substances. This includes usage of
prescription medication by anyone to whom it was not prescribed or for a purpose other than
for which it was prescribed. The only form of legal medicinal marijuana in Georgia is low THC
oil. No other form of medicinal marijuana will be permitted on camp property, regardless of
the prescriptions from other states that staff members may hold. Any staff members with a
prescription for a medication that could impair their ability to perform the essential functions
of their position must disclose this to the health center prior to the summer. Staff are
responsible for securing their medications so they cannot be accessed by campers. Facilities
are provided in the health center for this.
International staff members should be aware that the legal age for alcohol consumption in
the United States is 21 years old. When out of camp on time-off, staff of legal drinking age
who choose to drink will do so responsibly and with discretion. Any staff members,
regardless of age, may be terminated if their behavior (even off-site) is a negative reflection
on Camp Barney Medintz.
Any staff member who reports to their job while under the influence of any of the substances
described in this section will be terminated, regardless of if the substances in question were
consumed in a manner that is in accordance with the rest of this section.

8. Encouraging, enabling, or allowing campers to violate a zero-tolerance

policy

Many campers look up to camp staff as personal role models. CBM staff respect this
important relationship by always encouraging campers to act with integrity.
Any staff member who encourages, enables, or allows campers to violate a zero-tolerance
policy at camp will be terminated. Staff are responsible for being aware of zero-tolerance
policies for campers.

CONTRACT TERMINATION
The staff member understands that if their employment is terminated prior to the end of the
Employment Period, their salary will be prorated to the date of termination of services and
will be paid after the current season has ended.
As set forth in the Offer of Employment, Completion Bonuses (a percent of the agreed upon
salary) will not be paid if the staff member is unable to work the entire designated
Employment Period, voluntarily resigns or is terminated for cause prior to the end of the
Employment Period.

SAFETY
All staff will use good judgment pertaining to each member’s safety, the safety of each
camper, and the safety of all those in our camp community. The essence of this section
includes physical and emotional safety.
For example:

Following camp policies

Maintenance of, access to, and use of all facilities, equipment, and supplies.
Using good judgment pertaining to but not limited to weather conditions, accidents,
illness and injury, intrusions, and consequences and discipline pertaining to behaviors.

“Slip, Trip, and Fall” prevention:

1. Footwear must be in good condition and appropriate for each activity.

2. Avoid unsafe obstacles and terrain where possible. Use handrails or steps when
possible.
3. Do not stand on tables, benches or other unstable surfaces.
4. Notify supervisors or directors if observing or identifying unsafe spills, obstacles,
terrain, or other surfaces or spaces.

TIME OFF
All staff are on duty 24 hours a day except during designated time off as explained below.
Each staff member will receive approximately eight (8) days off during the full camping
season: Three (3) days off during each 4-week session and two (2) days during intersession.
You may select your days off within the parameters of your position on staff shortly after your
arrival at CBM. Cabin counselors and supervisory staff will not be able to take the first three
(3) or last three (3) days off each session.
Staff will receive 1-2 off periods per day. On most nights, staff will have the evening off
beginning between 10 PM and 10:30 PM and ending with in-cabin curfew at 1:00 AM.
Exceptions are on evenings with staff meetings or when staff have supervisory responsibility
for campers.
Unit staff will take time off based on a schedule that will allow appropriate supervision of
campers in line with ACA standards.

FACILITIES, EQUIPMENT AND SUPPLIES

Care of camp facilities, equipment, and supplies are the responsibility of every staff member.
Staff members will maintain their activity areas, maintain safety and risk management, and
care for and keep in good condition all equipment and supplies that are part of their areas or
departments.
During off hours, staff may use camp facilities and supplies if participation does not interfere
with camper programs. Specialty facilities and supplies can be used only with the specialists'
permission. The waterfront areas, pools, ropes courses, climbing walls and zip lines, the arts
and crafts center, ceramics shop, archery range, and horseback riding may only be used by
staff under the supervision of the specialists responsible for those areas and with the
advance approval of the Head Specialists responsible for those areas. Swimming in the
lakes and pools is strictly prohibited when there is no lifeguard on duty. The main camp
kitchen and caretakers' shop are off-limits to all staff except those staff assigned to these
areas, administrators, or those designated by authorized staff.
Staff will abide by all rules with regard to use of camp facilities and equipment while on or off
duty. They will be held responsible for damage to camp, camp equipment, personal effects of
campers and other staff members if such damage is due to negligence on their part.
Payment for camp equipment lost or damaged while in their care will be charged to staff
member’s personal account.

SUPERVISOR RELATIONSHIP & EVALUATION

Each staff member will be assigned a supervisor. The supervisor’s role falls under two
categories: support and accountability. Supervisors will support staff through teaching,
training, coaching, mentoring, informing staff about camp policies and procedures, and
assisting with various camper and staff interpersonal issues. In terms of accountability,
supervisors will hold staff to standards and expectations set by the duties of the job and the
policies and procedures of camp, including monitoring the staff person's performance and
making sure that the task and/or responsibilities are completed in a quality and timely
manner. All staff will receive an oral evaluation from their supervisor partway through each
one-month session and a written evaluation at the end of each one-month session. Written
evaluations will be part of the official record for future hiring and all reference requests. Any
staff member can request an oral evaluation from their supervisor at any point during camp.

PETS
No animals may be brought to camp without the permission of the Camp Director. This
includes pets and animals classified as service or support animals.

PHOTOGRAPHS
Camp Barney Medintz is hereby granted permission to use any individual or group
photographs taken at camp showing staff members in camp activities for public relations
purposes.

USE OF TOBACCO AND VAPING PRODUCTS

Use of tobacco, including smoking, dipping, or chewing, is prohibited anywhere on the camp
property other than the back porch of the Staff Lounge. Use of vaping products or any other
smokable is also prohibited anywhere on the camp property other than the back porch of the
Staff Lounge.

INTERNET & SOCIAL MEDIA POLICY

Camp Barney Medintz/MJCCA is committed to ensuring the emotional safety of our staff,
campers, families, donors, volunteers, and members when using any form of social media,
and this commitment applies to every CBM staff member. As an employee of CBM, your
online actions directly contribute to the reputation of camp and parents’ ability to entrust their
children and their safety to CBM.
Therefore, the following must be adhered to as a condition of employment:

Confidentiality

1. It is prohibited to discuss or disclose confidential, work-related matters through social

media.
2. Protect our members, donors, staff, children, and volunteers’ privacy in compliance
with applicable Privacy Policies (i.e. HIPAA & PHI), IT Security Policies, and all
CBM/MJCCA Internal Policies.

Respect

1. Never disparage the CBM/MJCCA name or official logos. Respect all copyrights and
trademarks. Do not use or post trademarks, copyrighted information, or logos unless
sanctioned or approved by CBM.
2. Never discriminate, harass, or comment/post in a derogatory manner about
CBM/MJCCA and its staff, donors, members, campers/children, or volunteers of the
CBM/MJCCA when using social media.
3. Never use the internet, email, blogs, or any other site as a vehicle for gossip, rumors,
or to defame staff, donors, members, or campers of CBM/MJCCA.

Responsibility

1. All online communications with campers must be kept camp appropriate at all times.
2. Never publish pictures of campers on the internet or send pictures via cell phone,
email, text, social media, or instant message unless authorized by management and in
accordance with the guidelines set forth in this policy.
3. All online connections between campers and staff should be initiated by campers.

Ambassador

1. Never allow pictures or videos of oneself to be seen on the internet and/or use the
internet or email in a way that would be considered unprofessional or lewd or would
compromise your ability to be considered a positive role model and representative of
the CBM/MJCCA.
2. Never engage in sexually explicit, suggestive, humiliating, or demeaning comments in
any online communication or social media.
3. Remove any material that contains obscenities, profanity, or vulgar language you
currently have on the internet.
4. When in doubt, don’t post. Please do not post anything that you do not want your boss,
 colleagues, members, campers, or parents to know about. What you post on the
internet is permanent.

Risk and Responsibility

You are responsible for what you post and may be personally subject to legal action if your
post is threatening, obscene, pornographic, sexually explicit, defamatory, harassing, or
otherwise in violation of the law. You may also be held legally liable if your post includes
confidential or proprietary information belonging to the CBM/MJCCA and its staff, members,
donors, campers/children, or volunteers.
Camp Barney Medintz and the MJCCA reserve the right to monitor and review the use of
social media, including but not limited to statements/comments posted on the internet or
other types of openly accessible forums. Any violations of this Policy may result in
disciplinary action up to and including termination.

IMPORTANCE OF POLICIES
The Personnel Policies suggest very definitive boundaries to which all staff working at Camp
Barney Medintz will be held accountable. You have chosen an extraordinary, exciting,
rewarding, and meaningful way to spend your summer as a member of the staff at Camp
Barney Medintz. It is important to remember that, in so many positive ways, you will have the
opportunity to intentionally and inadvertently positively impact the life of a child!
The policies herein will help provide guidelines for our staff and enable our whole community
to enjoy an incredible summer camping experience together. Please contact the Camp
Barney office should you have questions or desire additional information.

MJCCA Policies
DRUG AND ALCOHOL-FREE WORKPLACE POLICY
PURPOSE:

The Marcus Jewish Community Center of Atlanta, Inc. (“MJCCA”) is a Drug and
Alcohol-Free environment committed to the safety, health and wellbeing of our employees,
members, and other individuals in the workplace. The MJCCA has established this policy to
ensure that employees and management are provided guidelines for handling the use of
drugs, alcohol and other controlled substances in the workplace. As a condition of initial and
continued employment, employees are required to adhere to this policy. The Agency
encourages employees to voluntarily seek help with drug and alcohol problems.

SCOPE:

This policy applies to all employees of Marcus Jewish Community Center of Atlanta, Inc. as
well as to individuals seeking employment by the Agency, independent contractors,
members, volunteers, and guests while on the premises. This policy also applies to anyone
representing or conducting business for the Agency during working hours as well as Agency
events.

POLICY STATEMENT:

Prohibited Behavior:

It is prohibited and a violation of our Drug and Alcohol-Free Workplace Policy for any person
covered by this policy to:

Manufacture, sell, distribute, dispense, possess, use, trade, offer for sale, or offer to
buy illegal or prescribed drugs or otherwise engage in the illegal use of drugs during
working hours.
Be in possession of or report to work with illegal drugs (e.g. marijuana, cocaine,
opiates, amphetamines, and phencyclidine) or other intoxicants, including alcoholic
beverages, in the employee’s system or possession.
Report to work under the influence of or impaired by drugs and/or alcohol.
Consumption of alcoholic beverages on or off the premises during work hours, with the
exception of Company Events (See Company Events).

Legally prescribed drugs are permitted provided the medications are prescribed by an
authorized medical practitioner and will not impair the person’s ability to perform his or her
job safely and efficiently or present a safety hazard to the individual and/or other persons.

Drug Testing:

To enforce this policy, the Agency may, require as a condition of employment that employees
to participate in a physical examination or testing by analysis of breath, blood, saliva, or urine
for the presence of alcohol, controlled substances, and/or illegal drugs in the employee’s
system. Where permitted by controlling law, the Agency may conduct drug and/or alcohol
testing to include but not limited to the following circumstances:

Pre-employment (Applicant) and Re-employment – Upon receiving a conditional offer

of employment all applicants and rehires
Reasonable Suspicion and/or For Cause Testing – If the Agency has reasonable
suspicion that the employee is under the influence of alcohol, a controlled substance,
illegal drugs, or if an employee is observed violating this policy
Employment Status Change - When an employee seeks a transfer or promotion (ie.
from seasonal employee to year round employee), or returns from a suspension or a
leave of absence.
Post-Accident - When an employee causes, contributes to or is involved in a workplace
accident or injury that requires medical treatment by a healthcare provider, results in
loss of work time or causes damage to Agency property or equipment.
 Post-Rehabilitation – Employees who participate in a drug and/or alcohol rehabilitation
program, either voluntarily or as the result of a positive test will be subject to testing as
a follow-up to their treatment program where lawful. Testing will be conducted in
accordance with controlling federal and state law.

Notification of Convictions:

Any employee who is convicted of a criminal drug violation must notify the Agency in writing
within five calendar days of the conviction. The Agency may take appropriate action, up to
and including termination.
Company Events:
The consumption of alcoholic beverages at Agency events or functions, on or off the
premises, DOES NOT relieve employees from the responsibility of exercising moderation
and judgment so as not to present a danger to themselves, other employees, the general
public, or the MJCCA’s reputation. If an employee is unable to safely and legally drive his or
her vehicle, the employee shall not drive the vehicle and should take steps to ensure that
they get home safely from the Agency event or function through use of a carpool, taxi, car
service or other mode of safe transportation.
Searches and Inspections: No Expectation of Privacy:
Entering the MJCCA’s property constitutes consent to searches and inspections. If an
individual is suspected of violating the Drug and Alcohol-Free Workplace Policy or for other
legitimate business reasons, the employee may be asked to submit to a search or inspection
at any time as permitted by controlling law. Searches can be conducted of any personal
belongings brought onto the MJCCA’s property, including but not limited to lockers, wallets,
purses, briefcases, Agency vehicles, and workstations.
Consequences:
One of the goals of our Drug and Alcohol-Free policy is to encourage employees to
voluntarily seek help with alcohol or drug problems. However, if an individual violates this
Policy, the consequences are serious, including but not limited to immediate dismissal.
Violation of this policy includes:

Test results indicating that the person is under the influence of alcohol or that illegal
drugs are present in an employee’s system.
Refusal to cooperate with the Agency in any test, search or investigation, or failure to
execute any paperwork or consent forms necessary for examinations or test.
Possession of, distribution of, or consumption of unlawful or abused drugs,
unauthorized alcohol, or drug paraphernalia.
Tampering with or adulterating a test sample.
Unlawful conduct on or off duty will result in immediate discharge of current employees
or disqualification of an applicant.

Employees who refuse to submit to testing or test positive for alcohol or unlawful drugs may
be disqualified from unemployment compensation benefits, and/or workers compensation
benefits for a workplace injury. Although the proper use of medication is not prohibited,
employees should consult with the employee’s supervisor when he or she is legitimately
taking medication which he or she has reason to believe may affect safety or performance.
Any prescription medication brought onto Agency property or taken aboard Agency vehicles
must be retained in its original container labeled with the names of the employee and the
prescribing physician. No employee may take another person’s medication. The law treats
the abuse of prescription medication as unlawful drug use. Any employee who believes that
this policy has been violated must immediately bring the matter to the attention of his or her
supervisor. If the employee feels that he or she cannot talk to his or her supervisor the
employee discuss their concerns with the Director of Human Resources. No employee will
suffer retaliation from the MJCCA because of a report made in good faith and/or because of
his or her assistance during an investigation. Violation of this policy will result in disciplinary
action, up to and including immediate termination. Please contact the Director of Human
Resources if you have any questions regarding this policy.

ASSISTANCE:

The Agency recognizes that alcohol abuse, drug abuse, and addiction are treatable
illnesses. We also realize that early intervention and support improve the success of
rehabilitation. To support our employees, the Drug and Alcohol-Free Workplace Policy:

Encourages employees to seek help if they are concerned that they or their family
members may have a drug and/or alcohol problem.
Encourages employees to utilize the services of qualified professionals to identify
appropriate sources of help.
Provide a list of National Resources:
Alcoholics Anonymous, www.alcoholics-anonymous.org
Cocaine Anonymous, www.ca.org
Al-Anon/Alateen Family Group Headquarters, www.al-anon.alateen.org
Alcoholics Anonymous World Service, www.aa.org
National Clearinghouse for Alcohol and Drug Information, www.health.org
National Council on Alcoholism and Drug Dependency, www.ncadd.org
National Institute on Drug Abuse, www.drugabuse.gov, www.clubdrugs.org

QUESTIONS:

Questions regarding this policy should be directed to the Director of Human Resources. The
Agency reserves the right to modify, amend, supplement or replace this policy at any time,
with or without prior notice.

SOCIAL MEDIA NETWORKING POLICY

PURPOSE:

The Marcus Jewish Community Center of Atlanta is committed to ensuring the emotional
safety of our employees, members, and campers when using any form of social networking.
This Policy outlines general rules and guidelines of appropriate behavior that must be
followed to ensure that all staff, donors, members, volunteers, and campers are not
negatively impacted by the use of social media.

SCOPE:

This policy applies to all full time, part time, seasonal, temporary employees, and/or interns
of the Marcus Jewish Community Center of Atlanta(“MJCCA”).

POLICY STATEMENT:

The MJCCA recognizes that during the course of your employment you will often learn
confidential and personal information about the MJCCA or its members through friends or
social networking. Some examples of these are Facebook, Twitter, Instagram, Snapchat,
Marco Polo, personal websites, blogs, and YouTube. All content included on a staff’s social
media profile is a reflection of the MJCCA and should align with the Agency’s policies and
expectations, regardless of whether or not the employee identifies as an employee on the
social media platform. Employees are also responsible for keeping the emotional and
physical safety of our staff, members, or campers in mind when using or discovering
personal information through social networking. Please note that this Policy is not meant to
prohibit employees from engaging in concerted protected activities which is lawful under
Section 7 of the NLRA.

GENERAL RULES AND GUIDELINES:

Everything is Public. Employees should keep in mind that whatever is published on their
social media sites is public regardless of privacy settings. The opportunity for followers to
take screenshots makes even private accounts – or deleted posts – susceptible to being
shared publicly. Parents and members will often search online for staff profiles so be mindful
of how your online presence may be perceived. As a MJCCA employee, anything you post
on any social networking sites can be read by staff, members, and campers. It is critical to
keep in mind that you are an important ambassador of the MJCCA and as such, it is your
responsibility to always use good judgement and common sense when using social media.
We encourage employees to promote the MJCCA in a positive and inspirational way. In an
effort to provide you with general rules and guidelines on how you should participate in social
media networking, the following must be adhered to as a condition of employment.

Confidentiality:

1. It is prohibited to discuss or disclose confidential, work-related matters through the use

of social media.
2. Protect our members, donors, staff, children, and volunteer’s privacy in compliance
with applicable Privacy Policies (i.e. HIPAA & PHI), IT Security Policies, and all MJCCA
Internal Policies.
Respect:

1. Never disparage the MJCCA name or official logos. Respect all copyrights and
trademarks. Do not use or post trademarks, copyrighted information or logos unless
sanctioned or approved by the Marketing Department.
2. Never discriminate, harass, or comment/post in a derogatory manner about the
MJCCA and its staff, donors, members, campers/children, or volunteers of the MJCCA
when using social media.
3. Never use the internet, e-mail, blogs, or any other site as a vehicle for gossip, rumors,
or to defame any individual including but not limited to staff, donors, members,
campers, participants, or volunteers of the MJCCA.

Responsible:

1. All communications with campers via e-mail or through instant messaging and texting
must be kept “camp appropriate” and at a minimum.
2. Never publish inappropriate pictures of participants, campers, members, volunteers, or
staff on the Internet or send pictures via cell phone, e-mail, text, or instant message
unless authorized by management and in accordance with the guidelines set forth in
this Policy.
3. Never allow campers to be your “friend” on internet sites or ask campers to accept you
as a “friend” on their social networking sites.
4. Never add or create a link from my group page, profile or other sites to the official camp
website.
5. Be conscientious when mixing your personal and professional life when social
networking. It is strongly recommended and encouraged that Agency social networking
should be separate from personal social networking.

Ambassador:

1. Never allow pictures or video of oneself to be seen on the Internet and/or use the
Internet, social media, or e-mail in a way that would be considered unprofessional,
lewd, and compromise your ability to be considered a positive role model and
representative of the MJCCA.
2. Never engage in sexually explicit, suggestive, humiliating, or demeaning comments on
any communication in your profile, blog, or other internet sites and social media
communications.
3. Remove any material that contains obscenities, profanity, or vulgar language you
currently have on the internet.
4. When in doubt, don’t post. Please do not post anything that you do not want your boss,
colleagues, members, campers, volunteers, participants, and parents to know about.
What you post on the internet is permanent.

RISK AND RESPONSIBILITY:

You are responsible for what you post and may be personally subject to legal action if your
post is threatening, obscene, pornographic, sexually explicit, defamatory, harassing, or
otherwise in violation of the law. You may also be held legally liable if your post include
confidential or proprietary information belonging to the MJCCA and its staff, members,
donors, camper/children, or volunteers.
The MJCCA reserves the right to monitor and review the use of social media, including but
not limited to statements/comments posted on the Internet or other types of openly
accessible forums. Any violations of this Policy may result to disciplinary action up to and
including termination.

SLIP TRIP AND FALL PREVENTION POLICY

PURPOSE:

The Marcus Jewish Community Center of Atlanta, Inc. (“MJCCA”) is committed to keeping
our employees safe and healthy. The most important protection against slip, trips and falls is
employee training, proper footwear, proper floor cleaning procedures, and awareness of the
surroundings.

SCOPE:

This policy applies to various departments with full time and part time employees of the
Marcus Jewish Community Center of Atlanta, Inc. (“MJCCA”). This policy also applies to
substitute teachers, seasonal employees, and temporary employees.

POLICY STATEMENT:

The MJCCA is committed to keeping our environment safe and healthy for all employees,
volunteers, and members. Slips, trips, and falls (STF) are the second leading cause of
workplace injury in the United States. They account for approximately 300,000 injuries and
more than 1,500 deaths each year. The MJCCA requires employees to adhere to all safety
policies and procedures and report any unsafe conditions to security, customer service,
and/or their immediate supervisor.

EMPLOYEE REQUIREMENTS:

All employees of the MJCCA are responsible for wearing footwear that is appropriate to their
job responsibilities. Employees at the Weinstein School, Kuniansky Family Center, Day
Camp, fitness center, support services, security, and sports departments are required to
wear footwear that meets the following criteria:

1. Shoes must be in good condition (i.e. tread) and must be closed-toe

2. Shoes should be comfortable and provide good ankle support
3. Shoes should be laced and tightly tied
 4. The soles and heels should be slip-resistant

Stop Slips, Trips and Falls:

1. Wear shoes with slip-resistant soles to increase friction on walking surfaces

2. Prevent slips by promptly cleaning up any spills
3. Keep walkways clear of all obstructions and debris
4. Hold onto handrails when using stairs and ramps
5. Use designated walk paths only
6. Do not stand on chairs, tables, boxes, etc. (use stepladder when needed)
7. Do not walk through puddles or over ice
8. Notify support services or front desk if you observe spills on floors

QUESTIONS:

Questions regarding this policy should be directed to Human Resources or Security.

The Agency reserves the right to modify, amend, supplement or replace this policy at any
time, with or without prior notice.

WORKPLACE FREE OF HARASSMENT POLICY

PURPOSE:

The Marcus Jewish Community Center of Atlanta, Inc. (“MJCCA”) is committed to

maintaining a work environment free of harassment, discrimination and retaliation, and to
provide employees with notice of their rights and information regarding steps that the
employee must take if they believe there has been a violation of this policy.

SCOPE:

This policy applies to all employees of the MJCCA. This policy also prohibits discrimination
and harassment by clients, customers, MJCCA members, vendors, contractors and other
non-employees at any MJCCA location or MJCCA event (such as work-related social events,
office parties, off-site and member events/programs). Employees are expected to be
particularly careful about what they say and do in these circumstances.

POLICY STATEMENT:

As part of its continuing commitment to equal employment opportunity, the MJCCA prohibits
any acts of harassment or discrimination on the basis of race; color; ethnic or national origin;
age; religion or religious creed (or belief where applicable); sex including pregnancy,
childbirth, breastfeeding or related medical conditions; sexual orientation, gender, gender
identity, gender expression, transgender status or sexual stereotypes); nationality,
immigration status, citizenship, or ancestry; age; physical or mental disability; veteran or
service member status; marital status; citizenship status; genetic information; or any other
category protected by federal, state or local law. By way of illustration only, and not limitation,
such prohibited harassment includes:

racial or ethnic slurs, epithets, any other offensive remarks

offensive jokes, whether written, verbal, or electronic
threats, intimidation, and other menacing behavior
inappropriate verbal, graphic or physical conduct
sending or posting harassing messages, videos, or messages via text, instant
messaging, or social media
other harassing conduct based on one or more of the protected categories identified in
this policy.

Violation of this policy will result in disciplinary action, up to and including immediate
termination. If you have any questions about what constitutes harassing or discriminating
behavior, please discuss these questions with the Director of Human Resources.

SEXUAL HARASSMENT:

The MJCCA prohibits sexual harassment. Sexual harassment is a form of unlawful

employment discrimination under Title VII of the Civil Rights Act of 1964 and is prohibited
under the MJCCA’s anti-harassment policy. According to the Equal Employment Opportunity
Commission (“EEOC”), sexual harassment is defined as unwelcome sexual advances,
requests for sexual favors, and other verbal or physical conduct of a sexual nature when
submission to or rejection of such conduct is used as the basis for employment decisions, or
such conduct has the purpose or effect of creating an intimidating, hostile or offensive
working environment.
NOTE: This policy prohibits inappropriate conduct that may not rise to the level of unlawful
harassment under federal or state law. If you violate this policy your employment may be
terminated, even if it does not constitute unlawful harassment.
Harassment can take many forms. Although it is not possible to list all types of conduct that
could be considered inappropriate under this policy, the following are some examples:

Any derogatory or offensive conduct or language, including jokes, slurs, pranks,

epithets or other verbal conduct including ridiculing or demeaning comments,
innuendos or veiled threats,
Written or graphic material, including photographs, pictures, drawings, screen savers,
or other graphic images, conduct, or communications, including e-mail, text messages,
snap chat or other social media platforms, faxes, and copies, that is offensive or
disparage or show hostility or aversion toward an individual or group; or displaying or
distributing sexually suggestive articles, photographs, cartoons, or objects, whether
between the opposite or same sexes.
Unnecessary or unwanted bodily contact such as groping or massaging, blocking
normal movement, or physically interfering with the work of another individual
Threats or demands that a person submit to sexual requests as a condition of
 continued employment or to avoid some other loss, and offers of employment- related
benefits in return for sexual favors
Offensive comments about appearance or other personal or physical characteristics
such as sexually charged comments or comments on someone’s physical disability.
Any unwelcome sexual advances, requests for sexual favors, or other unwelcome
verbal or physical conduct of a sexual nature including, but not limited to, sexually
suggestive comments, jokes or gestures, sexually suggestive physical contact. This list
of examples is not exhaustive, and there may be other behaviors that constitute
unacceptable harassment under the Policy.

BULLYING:

The MJCCA does not tolerate abusive conduct, bullying or other intimidating or aggressive
behavior among employees or others covered by this Policy whether or not it is based on a
protected category. If an employee is found to be mistreating his or her colleagues,
participants, or members, we will take appropriate action to stop behavior.
Any employee who believes that this Policy has been violated by anyone must immediately
report their concerns to one of the individuals outlined in this policy.
Your Responsibilities - How to File a Complaint:
The MJCCA cannot resolve a potential policy violation unless it has been brought to our
attention. All employees are responsible for reporting possible policy violations so that we
can take appropriate actions to address any concerns.
Employees may choose to complain to the person whom they believe is harassing them to
stop the conduct from continuing. We emphasize, however, that nobody is required to
complain to the person whom they believe is harassing them. To assure employees will not
have to do so, we have provided alternative routes for employees to bring concerns to our
attention. It is very important that employees report concerns to a person charged with
responsibility for receiving these reports and for taking action. If you do not do so, we may
not learn about your concerns in a timely fashion. Therefore, any employee who believes he
or she is being subjected to unlawful harassment, bullying, or discrimination by a co-worker,
manager, supervisor, other individual (whether employed by the MJCCA or not), or who
believes that his or her employment is being adversely affected by such conduct, is obligated
and directed to report such incidents and any other observations of unlawful harassment or
discrimination to such employee’s supervisor and/or the Director of Human Resources. If the
employee feels that he or she cannot talk to his or her supervisor, or if the employee is not
satisfied after the employee speaks with his or her supervisor, the employee should discuss
his or her concerns with the Director of Human Resources. If the employee feels that they
cannot talk to the Director of Human Resources or if the employee is not satisfied after the
employee speaks with the Director of Human Resources, the employee should contact the
Chief Executive Officer. All levels of management are accountable for ensuring compliance
with this policy in their respective areas of responsibility. Any supervisor or manager who
receives any report concerning harassment, discrimination or retaliation, however
insignificant it may seem or how it was received (verbal or written), shall immediately contact
the Director of Human Resources.
Our Commitment to an Effective Harassment Policy:
The MJCCA will investigate the report and take prompt, appropriate remedial action. The
investigation may include interviewing employees, including the alleged harasser and others
who are aware of facts or incidents involved, reviewing relevant documents, and other steps
that are appropriate in the circumstances. The confidentiality and privacy of individuals who
report harassment, are part of an investigation, or are accused of harassing conduct will be
respected to the extent reasonably possible consistent with our investigation. Employees are
expected to cooperate fully and honestly with any investigation of possible violations of this
policy. Deliberately furnishing inaccurate or misleading information to those investigating will
not be tolerated and will be grounds for disciplinary action, up to and including termination for
employees and removal from the MJCCA premises or other appropriate relief for
non-employees. Once the investigation is completed, a determination will be made regarding
the allegations. If it is determined that a violation of our policy has occurred, prompt and
appropriate remedial action will be taken including, but not limited to, disciplinary action up to
and including termination of employment.
Prohibiting Retaliation:
The MJCCA prohibits retaliation against any individual who, in good faith, reports
discrimination or harassment or participates in an investigation of such reports.
The term ‘retaliation’ includes any action subjecting an employee to offensive or
objectionable conduct or language, because the employee initiated, participated in or
cooperated with a complaint of harassment or discrimination or otherwise refused to comply
with a harassing or discriminatory request that would otherwise dissuade the employee from
making or supporting the complaint. Retaliation against an individual for reporting
harassment or discrimination or for participating in an investigation of a claim of harassment
or discrimination is a serious violation of this policy and, like harassment or discrimination
itself, will be subject to disciplinary action up to and including termination. It is the obligation
of all employees to cooperate fully in the investigation process. In addition, disciplinary action
will be taken against any employee(s) who attempt to discourage or prevent any harassment
victim from using MJCCA’s complaint procedure or to report harassing conduct or otherwise
hinder an investigation. This no-retaliation policy applies whether a good faith complaint of
harassment is well founded or ultimately determined to be unfounded. Filing groundless or
malicious complaints is an abuse of this policy and will be treated as a violation.
Intentionally False Claims Prohibited: We recognize that intentional or malicious false
accusations of misconduct can have a serious effect on innocent men and women. Filing
malicious false accusations is an abuse of this policy and individuals making such false
accusations of misconduct will be disciplined in accordance with the nature and extent of his
or her false accusation, which may include termination of employment.
QUESTIONS:
Questions regarding this policy should be directed to the Director of Human Resources.
The Agency reserves the right to modify, amend, supplement or replace this policy at any
time, with or without prior notice.

Background Checks
The following disclosures are also being provided to you separately through the following
links:
Disclosure Regarding Background Investigation for Employment Purposes
Other Disclosures Regarding Background Investigation for Employment Purposes

CONSUMER REPORT

The Marcus Jewish Community Center of Atlanta (“MJCCA”) may request from a consumer
reporting agency and for employment-related purposes, a "consumer report(s)" (commonly
known as "background reports") containing background information about you in connection
with your employment, or application for employment, or engagement for services (including
independent contractor or volunteer assignments, as applicable).
The background report(s) may contain information concerning your character, general
reputation, personal characteristics, mode of living, or credit standing. The types of
background information that may be obtained include, but are not limited to: criminal history;
litigation history; motor vehicle record and accident history; social security number
verification; address and alias history; credit history; verification of your education,
employment and earnings history; professional licensing, credential and certification checks;
drug/alcohol testing results and history; military service; and other information.

INVESTIGATIVE CONSUMER REPORT

The Marcus Jewish Community Center of Atlanta (“MJCCA”) may request an investigative
consumer report about you from a consumer reporting agency, in connection with your
employment, or application for employment, or engagement for services (including
independent contractor or volunteer assignments, as applicable). An "investigative consumer
report" is a background report that includes information from personal interviews (except in
California, where that term includes background reports with or without information obtained
from personal interviews), the most common form of which is checking personal or
professional references through personal interviews with sources such as your former
employers and associates, and other information sources. The investigative consumer report
may contain information concerning your character, general reputation, personal
characteristics, mode of living, or credit standing. You may request more information about
the nature and scope of an investigative consumer report, if any, by contacting the MJCCA.

ONGOING AUTHORIZATION

If the Marcus Jewish Community Center of Atlanta (“MJCCA”) hires you or contracts for your
services, the Company may obtain additional consumer reports and investigative consumer
reports about you without asking for your authorization again, throughout your employment
or your contract period, as allowed by law.

ADDITIONAL STATE LAW NOTICES

The "Additional State Law Notices" for California, Massachusetts, Minnesota, New Jersey,
New York, and Washington are being provided separately, as applicable. A California
disclosure and summary of your rights under California Civil Code Section 1786.22, and a
copy of New York Article 23-A, are being provided to you separately.

SUMMARY OF RIGHTS UNDER THE FAIR CREDIT REPORTING ACT

A summary of your rights under the Fair Credit Reporting Act is being provided to you
separately.

SAN FRANCISCO FAIR CHANCE ORDINANCE OFFICIAL NOTICE

A copy of the San Francisco Fair Chance Ordinance Official Notice is being provided to you
separately.

Acknowledgements & Authorizations

I, Miguel Cruz Sanchez, confirm by signing below that I have read this entire Offer of
Employment and the attached CBM and MJCCA policies, which are incorporated herein by
reference and are part of the Offer of Employment, and understand and accept all of their
contents.
I, Miguel Cruz Sanchez, confirm by signing below that I have not been convicted of a crime
of child abuse, unlawful sexual behavior, or any felony.

MJCCA Background Checks

I, Miguel Cruz Sanchez, hereby authorize the MJCCA to obtain the consumer reports
described above about me.
I acknowledge that I have received and carefully read and understand the separate
"Disclosure and Authorization Regarding Background Investigation for Employment
Purposes"; and the separate "Summary of Rights under the Fair Credit Reporting Act" that
have been provided to me by the MJCCA. I also acknowledge receipt of and that I have
carefully read and understand (as applicable), the separate California Disclosure and
Summary of Rights under California Civil Code Section 1786.22; the separate New York
Article 23-A; and the separate San Francisco Fair Chance Ordinance Official Notice that
have been provided to me.
By my signature below, I, Miguel Cruz Sanchez, authorize the preparation of background
reports about me, including background reports that are "investigative consumer reports",
and to the furnishing of such background reports to the MJCCA and its designated
representatives and agents, for the purpose of assisting the MJCCA in making a
determination as to my eligibility for employment or engagement for services (including
independent contractor or volunteer assignments, as applicable), promotion, retention or for
other lawful employment purposes. I understand that if the MJCCA hires me or contracts for
my services, my consent will apply, and the MJCCA may, as allowed by law, obtain a
consumer reporting agency additional background reports pertaining to me, without asking
for my authorization again, throughout my employment or contract period.
I understand that if the MJCCA obtains a credit report about me, then it will only do so where
such information is substantially related to the duties and responsibilities of the position in
which I am engaged or for which I am being evaluated.
I understand that information contained in my employment (or contractor or volunteer)
application, or otherwise disclosed by me before or during my employment (or contract or
volunteer assignment), if any, may be used for the purpose of obtaining and evaluating
background reports on me. I also understand that nothing herein shall be construed as an
offer of employment or contract for services.
I understand that the information included in the background reports may be obtained from
private and public record sources, including without limitation and as appropriate:
government agencies and courthouses; educational institutions; and employers. Accordingly,
I hereby authorize all of the following, to disclose information about me to the consumer
reporting agency and its agents: law enforcement and all other federal, state and local
government agencies and courts; educational institutions (public or private); testing
agencies; information service bureaus; credit bureaus and other consumer reporting
agencies; other public and private record/data repositories; motor vehicle records agencies;
my employers; the military; and all other individuals and sources with any information about
or concerning me. The information that can be disclosed to the consumer reporting agency
and its agents includes, but is not limited to, information concerning my: employment and
earnings history; education, credit, motor vehicle and accident history; drug/alcohol testing
results and history; criminal history; litigation history; military service; professional licenses,
credentials and certifications; social security number verification; address and alias history;
and other information.
By my signature below, I also promise that the personal information I provide with this form or
otherwise in connection with my background investigation is true, accurate and complete,
and I understand that dishonesty or material omission may disqualify me from consideration
for employment. I agree that a copy of this document in faxed, photocopied or electronic
(including electronically signed) form will be valid like the signed original. I further
acknowledge that I have received additional state law notices that I have reviewed and read.

COVID-19

I, Miguel Cruz Sanchez, confirm by signing below that I acknowledge that Coronavirus,
COVID-19 is an extremely contagious virus that spreads easily through person-to-person
contact. Federal and state authorities recommend social distancing as a mean to prevent the
spread of the virus. COVID-19 can lead to severe illness, personal injury, permanent
disability, and death. I understand that CBM and the MJCCA have taken the recommended
precautions to keep all employees safe and healthy from the transmission of Coronavirus,
COVID-19. I understand that CBM and the MJCCA cannot make any guarantees about the
transmission of any illness and Camp and the MJCCA in no way warrant that COVID-19
infection will not occur at CBM. With this understanding I am voluntarily consenting to work at
CBM and agree to adhere to all safety procedures.

MJCCA Drug and Alcohol-Free Workplace Policy

I, Miguel Cruz Sanchez, confirm by signing below that I have received a copy of the Drug
and Alcohol-Free Workplace Policy of Marcus Jewish Community Center of Atlanta. I have
reviewed and understand this Policy and will abide by it. I acknowledge that as a condition of
employment, I will give consent at any time to any alcohol and/or drug test conducted
pursuant to this Policy. I am aware that the use of alcohol, certain drugs and/or refusal to
submit to a drug or alcohol test pursuant to this Policy may result in the termination of my
employment.

MJCCA Social Media Networking Policy

I, Miguel Cruz Sanchez, confirm by signing below that I understand and agree not to use a
social networking profile, group page, blog, or other Internet medium to discuss behavior or
post photos which display behavior that is prohibited by the Policy, including but not limited to
alcohol or drug use, sexual behavior, delinquent behavior, destruction of property,
harassment, or intimidation. I further understand that as a MJCCA employee I am a
representative of the Agency. Therefore, as a condition of my employment, I agree and
adhere to the guidelines outlined in these Policies. I understand that any violation of these
Policies may result in disciplinary action, legal action, and/or termination. By your signature,
you agree to comply with the rules and guidelines set forth in the MJCCA Social Media
Policy.

MJCCA Slip Trip and Fall Prevention Policy

I, Miguel Cruz Sanchez, confirm by signing below that I have received a copy of the Slip,
Trip, Fall (STF) Prevention Policy of the Marcus Jewish Community Center of Atlanta. I have
reviewed and understand this Policy and will abide by it. I acknowledge that as a condition of
employment, I agree to the following STF prevention: 1) Always wear slip-resistant shoes
that are in good condition and support the ankle when working. 2) Always wear closed toe
shoes. 3) Report any STF hazards on the job to the supervisor. 4) Avoid STF exposures and
correct any STF hazards immediately (i.e. clean up spills). 5) Be aware of my surroundings
at all times. Any violations of this agreement may result in disciplinary action, up to and
including termination. By signing this agreement, I agree to behave in a responsible, safe
manner and to try to prevent STF incidents from occurring. I agree to be aware of my
surroundings and work conditions at all times and will notify management of any condition or
situation that is not safe.

MJCCA Workplace Free of Harassment Policy

I, Miguel Cruz Sanchez, confirm by signing below that I have received a copy of the
Workplace Free of Harassment Policy of Marcus Jewish Community Center of Atlanta. I
have reviewed and understand this policy and will abide by the information that was
presented and agree to abide by it. I acknowledge that as a condition of employment, any
infraction of the Workplace Free of Harassment Policy may result in disciplinary action, up to
and including termination.
Questions regarding these policies should be directed to Human Resources or Security. The
Agency reserves the right to modify, amend, supplement or replace this policy at any time,
with or without prior notice.
Staff Signature: Miguel Cruz Sánchez
Parent/Guardian Signature: Delia Yreri Sánchez Espinoza
02/03/2023, (189.164.191.217)