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Anti-Bullying Policy

Bright Lights provides physically safe and emotionally secure environments for all students and staff. Positive behavior (non-violence, cooperation, teamwork, understanding and acceptance of others) is encouraged in the program and is required of all staff. Inappropriate behaviors, including but not limited to bullying, intimidation and harassment, must be avoided by students and all staff. 

Notice of Nondiscriminatory Policy

Bright Lights follows a nondiscriminatory policy. Bright Lights does not and shall not discriminate on the basis of any sex, race, color, creed, marital status, religion persuasion, national origin, of all the rights, privileges, programs, and activities generally accorded or made available to students at the school. It does not discriminate on the basis of race, color, religious persuasion, sex, national origin, creed, disability or membership in any other class protected by law in administration of its educational policies, admissions policies, scholarship program, and other school-administered programs. 

Background Checks on Staff

Teachers: If a teacher is currently under contract in a school district, a reference from his/her school principal is requested. All other teachers provide three references and background checks are processed. Teachers with a lapse in service to Bright Lights will be asked to fill out the "References for Bright Lights" form and a background or reference check will be required. 

Camp Assistants: Background checks are processed on camp assistants new to the program who are 19 years of age and older.

Anti-Harassment Policy

It is Bright Lights’ policy that any harassment of employees, camp assistants, volunteers, students, or parents based on membership in a legally protected class will not be allowed. Failure to follow this organization policy will lead to disciplinary action up to and including termination.

All employees, camp assistants and students should be able to be in an environment free of discrimination and any form of harassment based on age, sex, color, race, creed, national origin, religious persuasion, marital status, disability or membership in any other protected category protected by law. Harassment of employees, camp assistants, students or parents is counterproductive to the organization’s goals and will not be tolerated.

To help ensure that no one feels that they are being subject to harassment and in order to create a comfortable environment, we prohibit any offensive physical, written, or spoken conduct regarding any of these items, including conduct of a sexual manner. 

Harassment includes, but is not limited to, the following forms:

  • Unwelcome or unwanted advances, including sexual advances. This means patting, pinching, brushing up against, hugging, cornering, kissing, fondling, or any other similar physical contact.
  • Unwelcome requests or demands for favors, including sexual favors. This includes subtle or blatant expectations, pressures or request for any type of favor, including a sexual favor (this includes requests for dates), whether or not it is accompanied by an implied or stated promise of preferential treatment or negative consequences concerning employment status.
  • Verbal abuse or kidding that is oriented toward a prohibited form of harassment, including that which is sex-oriented and considered unwelcome. This includes offensive comments which harass an individual based upon his or her sex, race, age, national origin, disability, or marital status; telling “dirty jokes” that are inappropriate and considered offensive; or any tasteless, sexually oriented comments, innuendoes, or actions that offend.
  • Creating an environment that is intimidating, hostile, abusive, or offensive because of unwelcome or unwanted conversations, suggestions, requests, demands, physical contacts, or attentions, whether sexually oriented or otherwise related to a prohibited form of harassment.

The very nature of harassment makes it virtually impossible to detect unless the person being harassed registers his/her discontent to the Executive Director. If any employee believes he/she or any other employee, students, camp assistants or parents are being subject to any of these forms of harassment, or believes he/she is being discriminated against because other employees are receiving favored treatment in exchange for prohibited behavior, he/she must:

  • Discuss the grievance with program directors immediately.
  • Contact the Executive Director if the supervisor is part of the problem.

Any complaints will be kept confidential, and an employee, camp assistant or student can be assured that he/she will not suffer negative consequences as a result of bringing his/her concerns to the organization’s attention. All complaints received will be promptly and thoroughly investigated. If the investigation reveals that the employee, camp assistant or student has been harassed, disciplinary action will immediately be taken against the appropriate individuals, up to and including termination.

Failure of any employees involved in the investigation of a harassment complaint to keep the complaint confidential shall be a separate violation of this policy. A separate violation shall also occur if any retaliatory action is taken against or directed at any employee, camp assistant or student that has made a harassment complaint. Violations will result in disciplinary action. Bright Lights reserves the right to provide information regarding any harassment complaint or retaliatory conduct to the necessary legal authorities if the organization, in its sole discretion, believes illegal conduct has occurred. 

Medical Policy

Bright Lights follows a medically approved health protocol. 

The dispensing of medications at Bright Lights is strongly discouraged except when necessary for the management of your student's health and well-being. Parents should consult the physician or pharmacist as the dosage intervals of medications may be adjusted so that the times for taking the medication fall outside Bright Lights hours. Emergency medical attention may be given to your child.

If a student requires an asthma inhaler, Epi-pen, insulin/glucose, or a daily prescribed medicine, a Student Medical Information Form must be completed, signed by the student's physician, and returned to the Bright Lights office. A request to provide medication will only be administered at Roper Elementary School during Bright Lights program weeks 1, 4 & 5. A physician's authorization is required for medication to be provided. The prescriber's authorization may be on the pharmacy label attached to the medication. Send the original container with label intact. Home packaging will not be accepted due to safety considerations. If an Epi-pen is administered, 911 will be called.

Medical information is kept confidential; however, it may be shared with the appropriate education staff to ensure your student’s safety.

A school nurse is available at the main program site (Roper Elementary School) during weeks 1, 4 and 5 only.

Behavioral Policy

Students are expected to be safe, respectful and responsible to be successful in Bright Lights camps. Parents may be contacted if a student is unable to follow these expectations. Teachers and staff may redirect or remove the student from an activity. If the student continues to be disruptive or inappropriate, demonstrates physical aggression or presents a flight risk, the student will be dismissed from the program for the remainder of the summer without a refund.

Bright Lights makes every effort to accommodate student needs. If your child has medical, learning, physical, social behavior, or other special needs (such as specialized equipment, additional adult support/supervision at school, learning/social/medical/behavioral accommodations, etc.), please contact the Bright Lights office at least two weeks before the end of the school year to allow for best planning and placement of your child.

Families are responsible for hiring and paying individual classroom support for personnel for their child. Individual support personnel must be post ninth grade and at least four years older than the child he/she is assisting and may not be a family member. Assistants 19 and older will be subject to a background check.

All students must be independent in toileting to attend Bright Lights camps.

Appropriate use and care of classroom/site property, equipment and supplies is required by students. Any malicious damage will be the financial responsibility of the student and his/her parent/guardian.

Bright Lights is not responsible for lost, stolen or damaged property. All personal property should be labeled. Students are discouraged from bringing nuisance and/or valuable items to Bright Lights that do not pertain to the camp they are attending.

Food Policy

When it supports the curriculum, food may be incorporated into the camp. Parents are asked to share food allergies on their student’s registration. All food served in the Bright Lights classroom from teachers or students should be store purchased and labeled with ingredients or created in the classroom with fresh ingredients. Teachers should follow appropriate food preparation and safety guidelines. No nuts or nut products should be served or used in the program due to food allergies. Remember, some nut allergies are airborne. 

Concealed Weapon Policy

Bright Lights prohibits all persons who enter the Bright Lights offices, or location of any Bright Lights program, from carrying a handgun, firearm, or prohibited weapon of any kind onto the property regardless of whether the person is licensed to carry the weapon or not. This policy applies to all Bright Lights employees, students, and visitors. Likewise, Bright Lights employees are also prohibited from carrying a weapon while in the course and scope of performing their job, whether they are on Bright Lights property at the time or not and whether they are licensed to carry a handgun or not. Prohibited weapons include any form of weapon or explosive restricted under local, state, or federal regulation. Failure to abide by all terms and conditions of this policy may result in discipline up to and including termination.

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