April 25, 2019 Westchester County Camp Operator Workshop · • Measles virus can live for up to 2 hours in the airspace where and infected person coughed, sneezed, or breathed. •

April 25, 2019

Westchester County Camp Operator Workshop

COMMUNICABLE DISEASE CONTROL

Ada Huang, MD Deputy Commissioner, Division of Disease Control

Westchester County Department of Health

Communicable Diseases

WCDH website - Camp Operator Page

• Preventing outbreaks of communicable disease protects the health of campers and staff and prevents disruption of camp operations.

• Increase in vaccine preventable diseases/outbreaks associated with children’s summer camps in past several years.

• Norovirus, Tick Borne Diseases, Rabies

Communicable Disease-Reporting

2018 NYSDOH Children’s Camp Operator Letter WCDH website

Immediate reporting of suspected vaccine preventable (and other reportable)

diseases to WCDH can prevent outbreaks (914) 813-5159 [Monday to Friday 8:30am to 4:30pm] (914) 813-5000 [After Hours & Weekend] (914) 813- 5182 [Fax]

Reporting required under NYS Public Health Law

Reporting required within 24 hours to local health department under subpart 7-2

NYSSC

WCDH will work with camps to quickly establish diagnosis and prevent further spread

Staff training – include symptoms of vaccine preventable diseases and immediate notification of the camp director

NYSDOH School/Childcare Immunization Requirements

Must have one of the following to attend school: ▪ Immunization record indicating up to date for age

▪ Medical exemption signed by a licensed NYS physician

▪ Religious exemption signed by a recognized religious

leader

▪ Medical documentation of having had the disease or blood tests indicating immunity

Vaccine Preventable Diseases

2019 NYSDOH Children’s Camp Operator Letter & Flyer WCDH website

• Vaccinations are strongly recommended for all staff and attendees • Immunization records and a detailed list of staff and campers who are

NOT fully immunized should be on file and must be produced for WCDH staff during any pre-operational visits and updated lists during WCDH visit during the season

• NYSDOH and WCDH strongly recommend all staff and attendees be vaccinated as per

age appropriate ACIP Guidelines which are available for your reference at http://www.cdc.gov/vaccines/schedules/.

• 2 doses of measles vaccine for all staff and campers born after 1/1/1957 strongly recommended

• NYS Children’s Camp code does not include vaccination requirements for staff or

attendees but camps may choose to require vaccinations for campers and staff.

http://www.cdc.gov/vaccines/schedules/

http://www.cdc.gov/vaccines/schedules/

Vaccine Recommendations

Campers (Age Appropriate)

Camps are required

to have immunization records on file and

updated annually for every camper

Diphtheria/tetanus/pertussis Measles/mumps/rubella Varicella (Chickenpox) Hepatitis A & B Haemophilus influenza, type b Pneumococcal Polio Meningococcal*

Vaccine Recommendations

Staff

(Age Appropriate) Camps should have

current immunization records on file

Note: Staff hired from abroad may not have as complete immunizations as those from the U.S.

• Tetanus/diphtheria (Td) or

tetanus/diphtheria/pertussis (Tdap)

• Measles/mumps/rubella

• Varicella (Chickenpox)

• Hepatitis B (lifeguards, healthcare workers)

• Meningococcal*

Measles

Current measles outbreak in NYC and lower Hudson Valley

622 Total Cases in NYS (As of 4/24/19) NYC – 390 – Williamsburg, Borough Park Rockland - 200 Orange - 20 Westchester – 10 Sullivan - 2

Largest outbreak since U.S. elimination in 2000

All WC cases and majority in other jurisdictions <18 y/o,

more cases in younger age groups

All WC and vast majority of other cases NOT vaccinated

Exposures in Health Care Settings, non-public schools, and Colleges

Measles Response

Increase vaccination coverage:

WCDH Vaccination Clinics for Camp Counselors, Staff and Unvaccinated Residents:

Thursday, April 25, 8:30 a.m. to 1 p.m. County Center (NOW!!) Tuesday, April 30, 10 a.m. to 6 p.m., 134 Court Street, White Plains Tuesday, May 14, 10 a.m. to 6 p.m., 134 Court Street, White Plains Medical Providers – Vaccination and Infection Control School/Childcare Compliance with NYSDOH with Immunization

requirements for schools and childcares, increase audits

Community Outreach and Education Efforts

Vector Borne Diseases

Ticks transmit diseases such as Lyme, Anaplasmosis, Ehrlichiosis and Babesiosis - all of which are present in Westchester County.

Prevention of tick bites includes daily tick checks, wearing long sleeves/long pants.

Mosquitoes transmit infections such as West Nile and Zika.

Prevent mosquito breeding by emptying any containers that collect standing water.

Zoonotic Diseases/Rabies

Diseases can be transmitted to humans by animals.

Rabies – WCDH Camp Operators website • Inspections/Bat proofing • Avoid exposures • Capture the bat! • Notify WCDH!

Proper hand washing before eating, after using bathroom facilities and after handling animals is an important safeguard.

Proper hand washing facilities must be readily accessible to area where animal contact occurs to ensure effectiveness.

What is Norovirus?

The stomach bug! A group of highly contagious viruses that cause severe stomach upset, vomiting and diarrhea.

Can lead to severe dehydration, especially among seniors, people with other illnesses and young children.

Quick Facts

How Does Norovirus Spread?

An infected person who doesn’t wash hands properly after vomiting or using the toilet comes in contact with others.

Norovirus can live on objects and surfaces for days or weeks waiting to strike.

There’s no vaccine or treatment, so prevention is paramount.

Prevention

#1 - Washing hands correctly is the best way to prevent the spread of disease. #2 - Stay home when you’re sick.

Skin Infections

MRSA is a skin infection caused by a common skin bacteria called “staph.” Some staph infections have become resistant to some antibiotics. Skin infections can be prevented by:

Regular hand washing Covering minor scrapes and cuts with a clean bandage Avoiding the sharing of personal items - towels, washcloths Having anyone with a skin infection evaluated by medical

staff Proper use of gloves and bandage disposal by those caring

for a skin infection • There is no need to exclude anyone with a minor skin infection from general activity.

Questions?

Measles Update: Hudson Valley Outbreak and Camp Guidance

Photos: www.cdc.gov/measles/about/photos.html

Sonya Frontin, MPH Bureau of Communicable Disease Control New York State Department of Health

21

Overview of Measles Outbreak in the Hudson Valley

22 Measles Cases by Rash Onset Date, excluding NYC, through 4/22

County Year

Total 2018 2019

Rockland 110 89 199

Orange 7 13 20 Westcheste

r 2 8 10

Sullivan 0 2 2

Greene 0 1 1

Total 119 113 232

23 Age Distribution (n = 232)

24 Age and Immunization Status

Age Group

# MMR Doses Total

0 1 2 Unkno

wn

< 1 Year 31 3 0 0 34

(14.7%) 1-3

Years 59 5 0 0 64

(27.6%) 4-18 Years 88 2 2 6

98 (42.2%)

19+ Years 12 1 5 18

36 (15.5%)

Total

190 (81.9%

)

11 (4.7%)

7 (3.0%)

24 (10.3%

) 232

25 Outbreak Associated Measles Cases, 10/1/18 – 4/22/19 (n = 231)

Sullivan County

Rockland County

Orange County

Westchester County

26

Review of Measles Facts • Infected persons can spread the disease from 4

days before rash appears through 4 days after. • Measles virus can live for up to 2 hours in the

airspace where and infected person coughed, sneezed, or breathed.

• Measles virus can survive on surfaces.

Potential for LOTS of Exposed Individuals

27

Children’s Camp Program: VPD and Measles Guidance

28

Camp Operator Guidance

A vaccine-preventable diseases letter for camp operators, with a focus on measles, was sent to local health departments. The letter provided recommendations for: • Two doses of MMR for all campers and camp staff; • Screening all campers and staff for measles symptoms

and possible recent exposures; • Excluding campers with measles symptoms, or with

recent exposures that are unvaccinated or one MMR; • Monitoring individuals with two MMR and recent

exposure;

29

Camp Operator Guidance (continued)

• Maintaining lists of individuals not fully immunized including those with valid exemptions;

• Isolating individuals that develop measles symptoms;

• Reporting individuals with measles symptoms or known measles exposures to the local health department; and

• Advising camps that they may choose to recommend or require immunizations for campers and staff.

30

Informational Measles Flyer

• An informational flyer was also developed, which camp operators are encouraged to share with parents prior to the start of the camp season to help prevent the spread of measles at summer camps. The flyer is being translated into Yiddish for communities that may benefit from a translation.

31

THANK YOU!

Sonya Frontin, MPH Regional Epidemiologist MARO NYSDOH 914-654-7149 [email protected]

GW G A R F U N K E L W I L D , P. C . A T T O R N E Y S A T L A W

Great Neck, NY (516) 393-2200

Hackensack, NJ (201) 883-1030

Stamford, CT (203) 316-0483

Albany, NY (518) 242-7582

© 2018 GARFUNKEL WILD, P.C.

2019 WCDOH Children's Camp Workshop

Sexual Harassment in the Workplace and the New Laws

April 25, 2019

Presented by: Lauren Levine, Esq., Partner (516) 393-2240 [email protected]

5061388

© 2018 GARFUNKEL WILD, P.C. 33 GW www.garfunkelwild.com

Introduction

• THE CURRENT MEDIA ATMOSPHERE

• NO EMPLOYER IS IMMUNE FROM SEXUAL HARASSMENT HEADLINES AND ISSUES

• BE KNOWLEDGEABLE OF EMPLOYEE RIGHTS AND PROTECTIONS

• KNOW HOW TO IDENTIFY AND ADDRESS HARASSING BEHAVIORS, INCLUDING THOSE LESS OBVIOUS

• TAKE STEPS TO AVOID THE NEXT HEADLINE OR LAWSUIT

• HOW TO HANDLE INVESTIGATIONS


Broader Consequences Of Harassing & Disruptive Behaviors

• Toxic work environment

• Lower quality of work and productivity

• Lower staff morale

• Higher turnover

• Staff complaints

• Risks of litigation

• Diminishes reputation

• Negative publicity


The Starting Point For Discussion: New York State Mandates

• Distribution Of Written Sexual Harassment Policy: Deadline Of October 9, 2018

– Prohibit sexual harassment – Provide examples of prohibited conduct – Include information concerning the federal and state statutory provisions

concerning sexual harassment, remedies available, and a statement that there may be applicable local laws

– Include a complaint form – Include a procedure for the timely and confidential investigation of complaints that

ensures due process for all parties – Inform employees of their rights of redress and all available forums for adjudicating

sexual harassment complaints administratively and judicially – Clearly state that sexual harassment is considered a form of employee misconduct

and that sanctions will be enforced against individuals engaging in sexual harassment and against supervisory and managerial personnel who knowingly allow such behavior to continue

– Clearly prohibit retaliation


The Starting Point For Discussion: New York State Mandates

• Mandatory Annual Anti-Sexual Harassment Training By All Employers No Later Than October, 2019 – Must be interactive – Must include an explanation of sexual harassment consistent with guidance issued

by the Department of Labor in consultation with the Division of Human Rights – Must include examples of conduct that would constitute unlawful sexual

harassment – Must include information concerning the federal and state statutory provisions

concerning sexual harassment and remedies available to victims of sexual harassment

– Must include information concerning employees’ rights of redress and all available forums for adjudicating complaints

– Must include information addressing conduct by supervisors and any additional responsibilities for such supervisors


ACA Standard AD.29.1 - Personnel Policies

• Does the camp provide all camp staff with written personnel policies

that address the following: – General equal employment opportunity policies; – Benefits; – Time off, absence and leaves of absence; – Performance evaluation processes including discipline procedures; – Conditions of severance and grievance procedures; and – Work rules and personal conduct, including sexual harassment

policies? • Written documentation required for ACA accreditation


What is Harassment?

Harassment consists of unwelcome conduct, whether verbal, physical or visual, that is based upon a person’s protected status, such as sex, race, religion, color, national origin, gender, sexual orientation, marital status, age, medical condition, citizenship status, genetic information, military or veteran status, or other protected group status.

Note, even if behavior may not constitute harassment, it may still run afoul of behavioral standards and policies in the organization and require intervention and discipline.


What is Sexual Harassment?

• Sexual harassment includes unwelcome conduct which is either of a sexual nature, or which is directed at an individual because of that individual’s sex when: – Such conduct has the purpose or effect of unreasonably

interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment, even if the reporting individual is not the intended target of the sexual harassment;

– Such conduct is made either explicitly or implicitly a term or condition of employment; or

– Submission to or rejection of such conduct is used as the basis for decisions affecting an individual’s employment.


Types of Claims

HOSTILE WORK ENVIRONMENT • Exists when verbal or nonverbal behavior in the workplace is

severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive.

QUID PRO QUO • Employee is implicitly or expressly requested to submit to sexual

demands in exchange for employment benefits or to avoid adverse employment consequences.


Sex Stereotyping

• Sex stereotyping occurs when conduct or personality traits are considered inappropriate simply because they may not conform to other people's ideas or perceptions about how individuals of either sex should act or look.

• Harassing a person because that person does not conform to gender stereotypes as to “appropriate” looks, speech, personality, or lifestyle is sexual harassment.

• Harassment because someone is performing a job that is usually performed, or was performed in the past, mostly by persons of the opposite sex, is sex discrimination.


Harassment Factors To Consider

• Who Can Be A Victim? Employees, interns, independent contractors and vendors or those employed by a company providing services in the workplace or third parties visiting the entity. Victim does not have to be the person targeted by the harasser, but can be a third party who is offended by it or finds it unwelcome.

• Who Can Be A Harasser? Anyone in the workplace. Management and supervisors, co-workers, subordinates, customers, other non-employees (vendors, contractors, interns, security), or members of the public (visitors).

• Gender is not a factor. Sexual harassment can occur between males and females, or between parties of the same sex. (The term “sex” includes sexual orientation, gender identity and the status of being transgender.) Sexual harassment that occurs because the victim is transgender is also unlawful.


Examples Of Sexual Harassment

• Physical - Touching, pinching, patting, grabbing, brushing against a person’s clothing, body or hair, initiating unwanted sexual activity, rubbing or touching anyone sexually in the presence of another, exposing oneself, requiring the employee to wear sexually suggestive clothing, or blocking a doorway or impeding a person’s movement.

• Verbal - Name-calling, belittling, sexually explicit, provocative or degrading language, sexually explicit jokes, comments about a person’s anatomy, questions or comments about a person’s sexual practices or preferences, or sexual noises or remarks.

• Visual - Sexual pictures, writing or objects, staring someone up and down, leering, sexually-oriented gestures, winking, blowing kisses, standing or sitting too close, inappropriate emails and internet usage, or gawking or trying to embarrass a person who looks different.


A Primary Safeguard: Be Professional At All Times

• The focus should be on proper and acceptable workplace practices. If staff abides by that standard, they will likely avoid committing any acts of harassment or sexual harassment and minimize the risk of misperceptions about their behavior. This is one of the most important points to convey.

• Ideas for reducing risks: – Reduce/discourage physical interaction between staff – Implement Appropriate Dress Code


The Situs Of The Harassment

Sexual harassment can occur at functions outside the workplace. Locations off-site and during off-hour activities can be considered extensions of the workplace. For example:

• Parties

• Sporting events

• On social media


Harasser’s Intent Is Irrelevant

• Harassment is unlawful even if it is not motivated by any sexual or discriminatory intention.

• It is no defense that the alleged harasser was joking.

• It is no defense that one engaged in behavior that may in the past have been deemed acceptable or tolerated.


Bystander Intervention

• Anyone who witnesses or becomes aware of potential instances of sexual harassment should report it to a supervisor, manager or human resources.

• Those who witness sexual harassment do not have to feel helpless to react to it. There are multiple options available to the bystander, including: 1. Informing the victim that he or she has the support of the

bystander in responding to the harassment. This may encourage a reluctant or fearful victim to report the harassment.

2. Reporting the harassment to a supervisor or through other reporting channels.

3. Speaking directly with the harasser. • It is unlawful for an employer to retaliate against the bystander for

reporting suspected sexual harassment or assisting in any investigation.


General Thoughts on Investigations

• It is important that staff know they should not fear reprisal for reporting.

• It is important that staff have more than one option for individual to whom they should report.

• It is important to be discrete and keep the investigation as confidential as possible.

• Any discipline imposed should be commensurate with the behaviors.

• Documentation is critical.


Your Management Role In Documenting, Disciplining And Investigating Employee Issues

An Invaluable Cost-Containment Safeguard


Your Role As A Leader

A Successful Leader And Manager: • Is A Role Model • Is Engaged • Demonstrates Professional Behavior • Communicates In A Respectful Manner • Respects Cultural Diversity • Respects Employee Privacy • Does Not Make Promises Without Authority • Takes Complaints Seriously And Responds Promptly • Encourages Employees To Seek Assistance • Consistently Applies And Enforces Policies And Benefits • Prepares And Maintains Appropriate Documentation


Why Documentation Is Important

• Defense Litigation Tool • Useful Investigatory Tool • Records Workplace Incidents • Records Employee Performance • Establishes A Record Of Employment Actions And

Support For Those Actions • Records Notices And Information Given To

Employees


The Employee Handbook

• A Critical Risk Management Tool • Resource Of Information – Review It! • Informs Employees And Supervisors Of The Expectations,

Rules And Policies Of The Workplace.

APPLY AND ENFORCE POLICIES CONSISTENTLY And Have Consistent Management Practices


Factors to Keep in Mind When Conducting Investigations

• Remember That Information May Be Disclosed – In A Litigation – To Government Agencies

• Be Sensitive To Privacy Concerns Of Staff And Confidentiality Of Business Information

• Remain Neutral • Refrain From Defamatory Comments


Factors to Keep in Mind When Conducting Investigations

• Do Not Escalate The Emotional State of Complainant/Witness • Avoid Accusatory Language • Avoid Stating Personal Opinions • Avoid Using Legal Terms • Do Not Use Conclusory Language:

– Ex. “When Employee “X” Sexually Harassed You, What Did You Do?” Instead Say, “When Employee “X” Showed You That Picture, What Did You Do?”

• Do Not Express Agreement Or Disagreement With Witnesses


Investigation Steps: The Planning Stage

Gather Preliminary Information • Complaint Intake - Completed By Employee Or Manager • Review Any Relevant Company Policies • Pull Known Relevant Documents In Advance (e.g. Emails,

etc.) Identify Who Should Conduct the Investigation

• Investigator Plus A Witness • Witness Should Not Be A Subordinate Employee • Should Be A Tactful Person • Assess Whether To Involve Human Resources



• Decide When To Commence The Investigation • Must Be Prompt

• Should The Accused Employee Be Suspended Pending Investigation Or Placed On Leave?

• Paid vs. Unpaid Leave • Are Modifications To Working Relationships Needed?

• Change in reporting lines • Is It Necessary To Call Law Enforcement (e.g.

Assault)?



• Make A Preliminary List Of Persons To Interview • Have A Bullet Point Outline Of Specific Topics Of Inquiry

For Each Witness • Decide Location Of Interviews • Establish Order Of Interviews

• Start With Complaining Employee • Speak With Other Potential Witnesses • Confront Accused • Conduct Any Follow-Up Interviews

• Set Target Date For Completion Of The Investigation


Investigation Steps: The Interviews Initial Remarks

• Opening Statements – Advise The Employee Of The General Purposes Of The Meeting – Assure Them That The Complaint Is Being Taken Seriously – Advise Of The Policy Against Retaliation For Reporting Complaints Or

Participating In An Investigation

• Explain Your Role As Investigator – Fact Finder – Do Not Promise Confidentiality

• Control The Investigation – Witnesses Like To Turn The Tables – If The Employee Goes On Tangent, Bring It Back In Focus – Investigator Controls How Much Information Is Disclosed For Purposes

Of The Interview


Investigation Steps: The Interviews Who, What, Where And When

Who Committed The Harassment And Who Witnessed It? What Happened? When Did It Happen? Where Did It Happen? Take Each Incident One At A Time

• Where did it occur? • What happened or what was said? • When did it happen? • How did you react? What was your response? • Who was present or could have witnessed it? • Did you report it? To whom?



• Tell any co-workers? Anyone else? • Anyone else with relevant information? • Did anyone see you immediately after the

incident? • Did the accused engage in the same or

similar conduct toward anyone else to your knowledge?



• Do you know whether anyone complained about that person for the same or similar conduct? Who? When?

• Do you have any notes, texts, emails or other documentation regarding the incident(s)?

• How would you like to see the situation resolved?

• Do you know of any other relevant information?


Investigation Steps: The Interviews Assess And Follow-Up

Periodically Assess Gathered Information To: – Determine If Additional Witnesses Need To

Be Questioned – Obtain Relevant Documents Or Material

Identified During Course Of Investigation – Determine If Follow-Up Interviews Are

Needed


Investigation Steps: The Interviews Closing Remarks

Sample Closing Remarks: – Thank Your Witness For Being Cooperative – Notify Him/Her You May Have Follow-Up Questions – Reiterate Anti-Retaliation Policy – Explain That The Investigation Is Ongoing And That You

May Have Some Additional Follow-Up Questions – Tell Him/Her To Immediately Report Any Concerns That

May Arise Going Forward – Ask Him/Her To Keep The Discussion Confidential To

Protect The Investigation


Investigation Steps: Rendering Conclusions

• Organize And Collect All Information Received • You Must Save All Notes And Drafts • Make Credibility Determinations

• Nervousness, Insincerity, Inconsistencies, Changing Positions, Reputation, Past Problems Of Similar Nature

• Make Factual Determinations • Render A Conclusion

• Positive, Negative Or Inconclusive • Draft The Report - Summary of Interviews, Facts, And

Conclusions • Determine The Response And Corrective Actions


Investigation Steps: The Response And Determining Appropriate Corrective Actions

Dependent On Investigation Outcome, Implement Appropriate Corrective Actions:

• Oral warnings • Written warnings • Last-chance warnings • Suspension • Demotion/Transfer • Termination • Monitoring • Training


Investigation Steps: The Response And Determining Appropriate Corrective Actions

A Negative Or Inconclusive Finding May Still Justify Action

• Retraining Or In-Service • Team Building • Reassignments • Re-Issuance Or Clarification Of Policies


Investigation Steps: Communicating the Outcome

Communicate The Outcome To The Complainant And Accused

The Communication Does Not Have To Be Overly Detailed

– You Do Not Need To Disclose All Findings – But The Corrective Action Must Be Detailed


Disciplining Employees - The Written Notice

The Written Disciplinary Notice Should: • Briefly Describe The Nature Of Misconduct, Policy Violation Or Incident • Be Factual And Avoid Inflammatory Comments • Detail The Form Of Discipline, Plan Of Improvement Or Corrective

Action, And Warn Of Consequences For Failure To Comply • Remember May Be Disclosed In Litigation – Write Neatly Or Type, Be

Concise Avoid Abbreviations And Proofread • Maintain Copies • Meet With The Employee To Discuss Disciplinary Notice • Have A Witness Present Who Is Not A Subordinate Employee • Have 2 Copies Of The Notice – Your Copy And Employee Copy • Allow The Employee To Comment On The Form • Employee Should Sign And Date Acknowledgment Of Receipt • If They Refuse, Note It On The Copy

Questions and Answers

Wildlife Encounters

At Day Camp

By Ray Hartley Intrepid Wildlife Services

Coexisting and appreciating wildlife

- There is nothing wrong with observing wildlife but it is important to appreciate them at a distance.

- Most healthy animals will be afraid of humans and will retreat when encroached upon.

- If they are sick or feel threatened however chances are they will become aggressive and as a result dangerous.

- Here are the common types of wildlife in Westchester and what one should look out for or do if contact is made.

Bees (What to look out for)

- Hives are usually located in trees and bushes. - They also love playground equipment.

- They can also be found lower to the ground in

dirt, leaves and low hanging branches.

- Multiple bees flying towards the same direction caution should be taken.

- Before letting kids out do a visual inspection of area for any nests or bee clusters.

Bees (What to do if a nest is found)

- Keep people clear of area.

- Depending on the type of bee they may be more aggressive and chase people for extended distances.

- Call a professional to handle with nest removal and relocation.

- If someone is stung be sure to seek medical help immediately as reactions vary from person to person.

Deer (What to look out for)

- Although they seem cute and timid some can be more aggressive than others during different types of year.

- Fawns (baby deer) are more often born towards the summer time and will encounter people more often.

- Does (female deer) will be very defensive in protecting young.

- Will often snort, huff or slam hoof onto ground when they feel threatened.

Deer (What to do if you encounter them)

- If you run into a lone fawn let it be. Do not touch or move it. More than likely its mother is nearby.

- Deer will often spook easily but if the doe stands its ground and begins making noise carefully back away and let it be.

Snakes (What to look out for)

- Because they’re cold blooded they will often seek sources of heat.

- This includes rocks and wood piles during the day (most commonly during the early to mid morning hours).

- Often times will make their way through leaves and trails.

- Often seen in and around water sources such as streams, ponds and lakes.

Snakes (What to do if you see one)

- Always give the snakes room. Most bites happen because of individuals trying to kill/capture.

- Venomous NY snakes are: - Copperhead - Timber and Pygmy Rattlesnakes

- Most common (non-venomous) in

Westchester are: - Garter - Black/Rat Snake - Northern Water Snake - Milk Snake - Ring Neck Snake

Raccoons (What to keep in mind)

- Most frequently seen during the nighttime hours.

- Scavengers so they will go for garbage and any food left out so keep area clean.

- Sleep in trees as well as hollows and holes in the ground.

- Occasionally will find their way into attics or other structures that have damage or entry points.

Raccoons (What to do if you see one)

- At night leave them be and keep a distance, eventually they will move on.

- If seen during the day they may be disturbed and simply moving to another but can also mean they are sick.

- If seen regardless of time of day be sure to keep kids or people inside or far away from them.

- Signs of sickness:

- Will approach you and seem friendly

- Walking in circles or with a stagger

- Walking/running into things as if its

vision is impaired.

- Often chatter or growl.

Skunks (What to look out for)

- Nocturnal so will be out during the night.

- Will feed on earthworms and grubs in grassy areas such as fields, playgrounds etc.

- Will often burrow under foundations of sheds, decks, and buildings.

- Will spray as a defense mechanism which can cause temporary blindness as well as a massive stinky odor.

Skunks (What to do if they are encountered)

- Will sometimes forage in and around garbage and food areas like raccoons.

- If you come face to face carefully back away slowly and quietly.

- If seen during the day keep clear as this is also often indicative of sickness usually won’t show fear when rabid meaning they are more likely to approach you.

Bats (Signs to look out for)

- Come out at night and will roost in a number of places during the day such as:

- Attics, gazebos, open roof areas, window shutters and other high areas.

- Signs of roosting are build up of guano (small droppings which are similar looking to that of mice).

- Appear in the early evening to feast on mosquitoes and other small insects.

Bats (What to do if encountered)

- Do not touch or clean guano, contact a professional.

- If seen flying around outside they are usually feeding, they will dive down but detect you.

- If seen flying around inside a building keep kids and people away.

- If people were asleep while it was flying around try to keep it contained. DO NOT LET IT OUTSIDE!

- Stuff a towel under the door and contact a professional to remove for testing.

Birds

- Mostly keep to themselves and are non threatening but if a nest with young is encountered let it be as adults can dive bomb you to try and scare you away.

- Turkeys and geese can sometimes be aggressive and may chase after and/or bite at you.

- As always best to keep a distance and be aware of nests and mating pairs.

Foxes and Coyotes (What to look out for)

- Though very rare to run into they are in Westchester.

- Are mostly nocturnal and will hunt small rodents and other small animals.

- Fox will live closer to humans and can raise young under small structures.

- Both will sometimes vocalize at night (Coyotes will howl while Foxes will scream/yelp).

Foxes and Coyotes (When encountered)

- In the unlikely event you run into them make yourself big by raising your hands up. Yell at them as you retreat slowly.

- Foxes are more easily spooked than coyotes but still best to make as much noise and appear as large as possible.

- Get anyone with you to a nearby shelter until the animal has moved on.

Remember to never approach or feed wildlife. If you let them be, they will usually do the same. Questions?

In Conclusion

Everybody goes to camp to enjoy nature, but they should always be aware of their

surroundings.


Top 10 Violations

Top 10 Violations of 2018

Peter DeLucia Assistant Commissioner, Bureau of Public Health Protection


Top Ten Violations of 2018

81

45

40 38

38

37

24

20 18 17

Item 32: Camper Medical History Provided, MedicalLog Maintained, Incident ReportingItem 17: Personnel Records, Resumes on File,Criminal Justice ChecksItem 15: Personnel, Qualified Director, Training

Item 19: Safety Plan Implemented

Item 39: Buddy System, Checks, Boards, SwimAssessment, TriplesItem 42: Trip Swimming, Permission, BuddySystem, ChecksItem 61: Surface Drainage, Pesticides and ToxicChemicalsItem 55: Exits Unobstructed

Item 37: Lifeguard, Counselor Ratios, Duties

Item 54: Fire/Smoke Alarm, Fire Drills

Number of Citations

History of Top Cited Violations

• Top ten violations, year to year comparison, shows a trend; – Order of the violation type differs slightly but same type of violations

comprise the top ten. – Violations for camper medical history/medical log has ranked 1st and

personnel records/checks has ranked 2nd the past four years. – Violations pertaining to swimming have consistently ranked in the top 5. – Violations pertaining to staff training and safety plan implementation

have consistently ranked in the top 5.

• What can be done to break this trend?

Breaking the Cycle

• The following slides will review information on what is expected to be provided or observed by the inspector during a routine inspection.

Blue Item Violations: Medical

• This category encompasses qualified health director, camper immunization and emergency contact numbers, adequate medical supplies and proper documentation of injuries/illness and medication administration.

• #1 cited blue violation in 2018

#1 Cited Blue Item Violation: Medical

• What is commonly cited under blue violation #32? – Camper immunization

records/emergency contact number not provided.

– Medications on-site without a doctor’s note.

– Improper documentation of medications administered.

– Reportable injuries/illnesses not reported within 24 hours.

• Ensure all camper forms are reviewed for completeness. – Make sure all the camper’s required paperwork is present BEFORE they

start camp.

• When receiving emergency medications/daily medications for campers, they MUST be accompanied by a doctor’s note which will list the medication, dosage, when to administer, etc.

• Make sure all medications are received in their original container and are

not expired.

• A qualified staff member should review all camper medications and accompanying paperwork provided.



• When recording any incident, certain information must be included in your entry: – Date, time, camper name, description of illness/injury, how injury

occurred, what medical attention was given and by whom. Include any follow-up information, when necessary.

• When recording administration or self-administration of medications the

following information must be included in your entry: – Date, time, camper name, medication name, route, dosage, number of

tablets, additional information as needed.

Blue Item Violations: Administration/Supervision

• This category encompasses staff/administrative record keeping, supervision and the safety plan.

• #s 2, 3 and 4 cited blue violations of 2018.

#2 Cited Blue Item Violation: Administration/Supervision

• What is commonly cited under blue violation #17?

– Staff reference checks – Staff sex offender registry check


• TWO staff references need to be obtained and verified.

• Whether your staff provides a name and contact number, written reference letter, email reference letter or a digital program, you MUST CONTACT the reference and verify it. – Don’t forget to document this contact and include your name and the

year. – For returning staff, the prior year’s evaluation can substitute for ONE

reference. – No references from family members.


• Sex offender registry checks need to be done BEFORE the start of camp operation. Do not wait until the last minute!

– If some staff are hired late, you can submit these staff names and DOB/SSN separately.

– Make sure the list of staff submitted and the results are kept together.

#3 cited Blue Item Violation: Administration/Supervision

• What is commonly cited under blue violation #15?

– improper documentation of staff

or camper orientation training. Which can include:

• not listing orientation topics covered

• not providing documentation of orientation training

• not providing documentation of the orientation training for staff/campers who were absent during the main orientation training.


• How can improvements be made? – This is a list of orientation topics which

are required to be reviewed with all staff (if applicable). • For your convenience, this chart

can be found on our website located in the camp safety plan template.

– Create your own form to include all topics.

– A separate list of topics needed for review with campers can be found in the safety plan template.

– Documentation of training can be appropriate for the age of the group.


• Orientation for staff and campers is of the utmost importance.

• Develop a method/form to document attendance for ALL staff and campers, including those absent during the original orientation.

• Make sure your orientation topics and attendance sheet are together. Be organized!

• Documentation of orientation is your proof of code compliance.

#4 Cited Blue Item Violation: Administration/Supervision

• What is commonly cited under blue violation #19? – Ensuring the approved safety

plan is current and updated, as needed.

– New safety plans or changes to existing plans are not filed with the Health Department and approved for use.

– Approved safety plan not on file at camp.

– Safety plans are not always implemented in the manner they were approved.


• Make sure your safety plan is reviewed annually. – Review to ensure your plan accurately reflects your camp’s daily

operation. – Submit any updates for approval before implementation.

• Ensure all staff have reviewed and understand their role’s and ensure it is

being implemented at all times.

• Ensure staff know where the safety plan is located.

• This category encompasses on-site swimming, trip swimming, wilderness swimming and the buddy system/buddy checks.

• #s 5, 6 and 9 cited blue violations of 2018.

Blue Item Violations: Swimming

• Commonly cited blue violations under #s 37, 39 and 42 include: – not conducting buddy checks

every 15 minutes – not implementing a buddy

system – buddy pairs not together in the

water – trip swimming permission slip

not completed – inadequate lifeguard to bather

and counselor to camper ratios, etc.



• Most camp swimming activities are considered trip swimming.

• If your camp permit lists a pool or beach operation, when using those facilities, you can abide by on-site swimming requirements.

• When trip swimming occurs, each camper must have a signed statement of permission from a parent/guardian prior to participating. – This record of permission must be available during inspection.

Blue Item Violations: Swimming/Buddy System

• All camps must have a buddy system in place. – This is detailed in the camp’s safety plan. – All staff MUST fully understand what the camp’s buddy system is and

the importance of it being in place.

• Unless all campers are going to be considered non-swimmers, a swim test must be administered on all campers by a WSI.

• Once swim tested, campers should be paired with another camper of the same swim ability.

• The approved safety plan method to visually identify camper’s swim ability and method of accounting for buddy pairs and entrance/exit from pool/beach must be followed.

Blue Item Violations: Swimming/Buddy System

• The buddy system is an accounting system which identifies: – each bather by name. – the bather’s swimming ability . – the swim area the bather is assigned .

• The buddy system should be clearly explained to all campers.

– The camper’s buddy is the first layer of protection. – Camper orientation should stress the importance of this role.


• Camp staff should be familiar with how to deal with: – Campers not wanting to swim. – Restroom breaks. – Triples. – Buddies of different swim abilities.


• Camp staff must all have buddy pairs and swim ability in place and documented prior to anyone entering the water.

• Camp staff must be aware of the camp’s method to adjust and account for campers: – Who do not want to swim at all. – Who stop swimming prior to the end of the swim session. – Who have to briefly exit the water for bathroom use, first aid, etc.

• Any changes made to the buddy pair MUST be reflected on the camp’s buddy sheet, buddy board, etc.

• Camp operators may want to review their method of accounting and discuss with staff to ensure adjustments can be easily made and documented clearly.


• Camp staff is the second layer of protection and they have an equally important role at the waterfront. – Staff must actively supervise campers. – If camp staff observe a camper swimming alone/not paying attention

to their buddy, staff must address the camper and reinforce the buddy system to the buddy pair.

• Staff should be spread out to provide adequate supervision as needed based on the camps use of the aquatic facility. – Staff should not be positioned in one location. – Staff should be actively supervising and not socializing!


• Staff orientation should address items including: – Adequate supervision ratios at waterfront.

o Staff need to meet ratio requirements, which should be pre-determined prior to bathers entering the water.

o Swim ability zones should be determined. o Non-swimmers should generally be restricted to water less than chest

deep. o Keep in mind, in the non-swimmer section the water level may vary

greatly enough that some of your campers may require a 1:3 ratio.

Blue Item Violations: General

• This category encompasses pest control, transportation, maintenance of pathways and trash

• #7 cited blue violation in 2018

# 7 Cited Blue Item Violation: General

• What is commonly cited under blue violation #61? – Poison ivy along pathway – Dead tree branches above

areas used by campers – Tripping hazards present – Toxic chemicals not secured

• Art supplies • Pool chemicals

Blue Item Violations: General

• During the pre-operational inspection, pathways and all areas used by campers should be checked for – Tripping hazards – Overhead dead branches – Poisonous plants

• Keep all chemicals in locked storage when not in use and have staff

monitor them when in use.

• During the camp season, routinely monitor areas used by campers to ensure hazards are not present.

Blue Item Violations: Fire Safety

• This category encompasses construction, building standards, electrical and fire safety, exit maintenance, fire safety equipment, storage and maintenance of flammable equipment

• #s 8 and 10 cited blue violations in 2018

Cited Blue Item Violations: Fire Safety

• Commonly cited blue violations under #s 54 and 55 include: – Fire drill log not maintained – Fire drill not conducted within

48 hours of session start – Fire drill log lacks sufficient

information – Exits locked or obstructed – Fire extinguishers past due

for inspection – Exit signs not maintained


• During the pre-operational inspection, ensure lighted emergency exit signs and fire extinguishers have up-to-date inspection.

• During the camp season, routinely check fire exit doors/route to ensure they are unobstructed.


• Fire drills must be conducted during the first 48 hours of EACH session.

– Document the date, start and end time, and those in attendance. – As with orientation training, be sure to have a method to document

that fire drill procedures were reviewed with those campers who were absent (Camper Orientation requirement).

• Be sure to inform us of any changes to the email address we have on record to notify your camp of any important camp related items (i.e. camp workshop).

• Changes or additional email addresses to be added can be sent to: - [email protected] - [email protected]

Email Updates

Questions?

For More Information

Visit us at: www.westchestergov.com/health

Like us at: facebook.com/wchealthdept

Follow us at: twitter.com/wchealthdept