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Great Lakes, Great Times, Great Outdoors
www.michigan.gov/dnr
Michigan Department of Natural Resources
Parks and Recreation Division
Name IC 3175 (Rev. 02/22/2007)
M ICHIGAN DEPARTMENT OF NATURAL RESOURCES M ISSION STATEMENT
"The Michigan Department of Natural Resources is committed to the conservation, protection,
management, use and enjoyment of the State's natural resources for current and future generations."
NATURAL RESOURCES COMMISSION STATEMENT
The Natural Resources Commission, as the governing body for the Michigan Department of Natural
Resources, provides a strategic framework for the DNR to effectively manage your resources. The NRC
holds monthly, public meetings throughout Michigan, working closely with its constituencies in
establishing and improving natural resources management policy.
The Michigan Department of Natural Resources provides equal opportunities for employment and access
to Michigan's natural resources. Both State and Federal laws prohibit discrimination on the basis of race,
color, national origin, religion, disability, age, sex, height, weight or marital status under the U.S. Civil
Rights Acts of 1964 as amended, 1976 MI PA 453, 1976 MI PA 220, Title V of the Rehabilitation Act of
1973 as amended, and the 1990 Americans with Disabilities Act, as amended.
If you believe that you have been discriminated against in any program, activity, or facility, or if you desire
additional information, please write: Human Resources, Michigan Department of Natural Resources, PO
Box 30028, Lansing MI 48909-7528, or Michigan Department of Civil Rights, Cadillac Place, 3054 West
Grand Blvd, Suite 3-600, Detroit, MI 48202, or Division of Federal Assistance, U.S. Fish and Wildlife
Service, 4401 North Fairfax Drive, Mail Stop MBSP-4020, Arlington, VA 22203
For information or assistance on this publication, contact the Parks and Recreation Division, Michigan
Department of Natural Resources, P.O. Box 30257 Lansing, MI 48909.
This publication is available in alternative formats upon request.
TABLE OF CONTENTS
WELCOME TO THE T EAM! .................................................................................................. 1
ANNUAL EMPLOYEE ORIENTATION ..................................................................................... 3
T RAINING COMMITTEE....................................................................................................... 5
GENERAL SESSION OUTLINE ............................................................................................. 6
SITE-SPECIFIC SESSION .................................................................................................... 9
JOB T ASK RELATED ........................................................................................................11
CHAPTER 1 EMPLOYEE BASICS ........................................................................................12
TIME AND ATTENDANCE............................................................................................12
W ORK SCHEDULES ..................................................................................................14
W AGES AND BENEFITS .............................................................................................14
UNIONS ..................................................................................................................14
EMPLOYEE SAFETY..................................................................................................14
I. SITE EMERGENCY PLAN ................................................................................14
II. SAFETY AWARENESS ....................................................................................14
III. OPERATION OF MOTORIZED EQUIPMENT .........................................................15
IV. OPERATION OF HAND TOOLS .........................................................................15
V. INSTRUCTION ON PROPER CLIMBING ..............................................................16
VI. HAZARD COMMUNICATION OR RIGHT-TO-KNOW ...............................................16
VII. INSTRUCTIONS ON LIFTING AND CARRYING ......................................................17
VIII. CONFINED SPACES (WELL PITS, SEPTIC TANKS, MANHOLES, SEWAGE CLEANOUTS, ETC.).........17
IX. PERSONAL PROTECTIVE EQUIPMENT ..............................................................17
X. CONTACT WITH BODY FLUIDS - BLOOD BORNE PATHOGENS ..............................18
XI. SMOKING IN PARK BUILDINGS ........................................................................19
XII. FIRE EXTINGUISHERS....................................................................................19
XIII. HANDLING ELECTRICAL EQUIPMENT ...............................................................19
XIV. DEFECTIVE EQUIPMENT ................................................................................19
XV. HAZARDS ....................................................................................................19
XVI. LOCK-OUT PROCEDURES FOR POWER EQUIPMENT ..........................................20
EMPLOYEE CONDUCT ..............................................................................................20
I. PROPER EMPLOYEE CONDUCT ......................................................................20
II. PROHIBITED DISCRIMINATION AND SEXUAL HARASSMENT .................................21
STANDARDS OF PERSONAL APPEARANCE...................................................................26
UNIFORMS ..............................................................................................................27
TABLE OF CONTENTS
(CONT'D)
CHAPTER 2 RULE COMPLIANCE AND COMMUNICATIONS ......................................................28
RULE COMPLIANCE/PEOPLE CONTROL .......................................................................28
I. LAW ENFORCEMENT IS RELATED TO OUR MISSION ...........................................28
II. RULE COMPLIANCE IS IMPORTANT ..................................................................28
III. BE COURTEOUS ...........................................................................................28
IV. GET THE FACTS ...........................................................................................28
V. ASK FOR ASSISTANCE ...................................................................................29
VI. YOUR AUTHORITY HAS LIMITATIONS ...............................................................29
VII. OFFICERS HAVE INCREASED AUTHORITY ........................................................29
VIII. RANGERS ARE PEACE KEEPERS.....................................................................29
ORAL COMMUNICATIONS ..........................................................................................29
EMERGENCY RESPONSE ..........................................................................................29
W RITTEN REPORTS .................................................................................................30
I. INCIDENT REPORT (R3003E) .........................................................................30
II. EMPLOYEE ACCIDENT REPORT (R7200) .........................................................35
III. MOTOR VEHICLE DAMAGE REPORT ................................................................36
VEHICLE USE ..........................................................................................................36
I. BEFORE OPERATING A VEHICLE .....................................................................36
II. W HILE OPERATING A VEHICLE .......................................................................36
III. W HEN LEAVING YOUR VEHICLE ......................................................................37
IV. OTHER POINTS TO BE AWARE OF ....................................................................37
EFFECTIVE COMMUNICATION ....................................................................................37
I. RADIO OPERATION .......................................................................................37
II. TELEPHONE .................................................................................................41
III. BULLETIN BOARDS .......................................................................................42
IV. NOTEBOOKS AND INVOICES ...........................................................................42
TABLE OF CONTENTS
(CONT'D)
CHAPTER 3 VISITOR SERVICES .........................................................................................44
STATE PARK MOTOR VEHICLE PERMITS .....................................................................44
BOATING ACCESS SITE MOTOR VEHICLE PERMITS ......................................................52
RANGER RECEIPT R3160 (MVP) ..............................................................................53
PRIORITY SLIPS .......................................................................................................56
OVERAGES AND SHORTAGES ....................................................................................56
LOST AND FOUND ....................................................................................................58
BEACH CONTROL ....................................................................................................58
MICHIGAN CIVILIAN CONSERVATION CORPS PROGRAM ...............................................59
INTERPRETATION/OUTDOOR EXPLORER .....................................................................59
STEWARDSHIP PROGRAM .........................................................................................60
VOLUNTEER PROGRAMS ..........................................................................................61
INMATE W ORK CREWS .............................................................................................62
CHAPTER FOUR MAINTENANCE AND REPAIRS, T OOLS AND EQUIPMENT ...............................63
TOILET BUILDING MAINTENANCE ...............................................................................63
GROUNDS MAINTENANCE .........................................................................................64
TOOLS, EQUIPMENT, MACHINERY AND VEHICLES .......................................................64
APPENDIX.......................................................................................................................67
22.00-01 - DISCRIMINATION & ACCESSIBILITY IN THE DNR - POLICY, REQUIREMENTS AND DEFINITIONS ...68
22.00-03 - PROCESSING DISCRIMINATION & ACCESSIBILITY COMPLAINTS FOR MEMBERS OF THE PUBLIC ...74
22.00-01 - DISCRIMINATION & ACCESSIBILITY IN THE DNR - POLICY, REQUIREMENTS AND DEFINITIONS .....77
WELCOME TO THE TEAM!
Each year, the Parks and Recreation Division hosts nearly 24 million visitors in our 97 State
parks and recreation areas, and over 1,100 boating facilities. You will play a key role in insuring
that each individual visitor you host will have a quality experience. You are also inheriting a
legacy of an organization with a long history of pride in providing quality service to our visitors
and protecting the natural and historic gems of Michigan.
The Parks and Recreation Division of the Michigan Department of Natural Resources is charged
with a critical mission that transcends many generations and the diverse population we serve.
Our mission is:
“To acquire, protect, and preserve the natural, historic, and cultural features of
Michigan’s unique resources and provide public recreation and educational
opportunities.”
You will be asked to perform many challenging tasks that will be observed and appreciated by
many people. As a Parks and Recreation Division team member, you will be respected,
admired, and valued by our many visitors for the work you do and the way you do it.
Many who have gone before you have worked hard to set high standards. We are glad you
have accepted the challenge of carrying on this tradition of caring for our wonderful resources,
maintaining clean facilities, providing exceptional, professional and quality service to our
visitors, and being a good steward to our outstanding Natural Resources.
I encourage you to communicate any ideas that you have to improve the Michigan state parks
and recreation system to your supervisor.
I welcome you to the team and I look forward to meeting you in my travels.
Remember - Who you are and what you do everyday really counts!
Sincerely,
Ronald A. Olson, Chief
Parks and Recreation Division
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INTRODUCTION
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PARKS AND RECREATION DIVISION
ANNUAL EMPLOYEE ORIENTATION
The Parks and Recreation Division Training Committee has developed the following
standardized program. All field employees are required to attend this training annually.
This training program consists of the following components:
1. Trainer’s Guide
i. Training Program Outline
a. General session (required subjects)
b. Site-specific session (required subjects)
c. Job-specific session (suggested subjects)
ii. General Session Resource Materials
Written background materials for each of the required subjects presented in the
form of a “suggested script.”
2. Welcome/Introduction Video
3. Safety (Parks and Recreation Staff cd)
4. Drug and Alcohol Awareness video
5. F.A.C.E.S. of Hospitality video
6. Ranger Guide revised and improved
7. 800 mhz. Radio Training – if applicable
8. Emergency Plan review.
These training materials were developed by Training Committee members and staff throughout
the Division. They are provided in an effort to develop a uniform level of training and to provide
support and assistance to our employees who are responsible for preparing employees to meet
the daily challenges of their jobs.
This is just the beginning of a continuing process aimed towards providing a uniform program of
training and development for employees. The future direction of employees training will
continue to be guided by requests and suggestions from all Division employees, and dictated,
as always, by the needs of the public which we all serve. Additional employee training
opportunities include combined training sessions for multiple Units, contracted training services,
train the trainer sessions, and special instructional approaches such as teleconferencing.
Before pursuing these opportunities, the Committee is committed to insuring this first package
has been fine tuned to fulfill your employee training needs. We are extremely interested in your
thoughts on the value of these training materials.
The Parks and Recreation Division Orientation is a standardized package which all Units are
required to use. It has been designed to be delivered in one and a half days, and can be
presented by one or several staff trainers.
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Parks and Recreation unit supervisors/managers are responsible for assigning the appropriate
staff members to be trainers. Training sessions are very effective when more than one
presenter is involved. All employees are potential trainers. The Trainer’s Guide will be provided
to all permanent employees within the Field Operations Branch of the Parks and Recreation
Division.
The General Training Session is a basic orientation. All of the required subjects must be
presented to employees during this session. Trainers may choose to shift the placement of a
required subject, i.e. Hospitality Training can be shifted to late afternoon, allowing returning
Rangers the opportunity to participate in another session or activity. Written background
materials have been developed for each of the required subjects - presented in the form of a
“suggested script.” Trainers should review the written materials and videos prior to the training
session. The General Training Session could be presented in joint training sessions with other
units.
The site-specific training session includes a list of general subjects which are also required as
part of the Program. These subjects may have been mentioned briefly in the general training
session. In the site-specific session they will be covered in depth as they relate to the specific
site or work location. For example, summer rangers will learn how to complete time and
attendance (T&A) reports in the general training session. Staff will learn where to obtain the
necessary forms, when to submit the completed forms, and to whom T&A forms should be
returned in the site-specific session,. These types of details will vary with each work location. It
is, therefore, suggested that Park and Recreation unit supervisors/managers actively participate
as trainers for the on-site sessions.
The site-specific training session should also include training in the specific job or task which the
employee will perform. Employee surveys indicate that most job tasks fall within two main
categories: (1) public contact, and (2) building/grounds maintenance. Further, these main
categories each have several clearly defined job functions. It is the Park and Recreation unit
supervisor/manager’s responsibility to ensure that employees receive the appropriate training
relative to the assigned job function. In the future, tools such as videos and written guides may
be developed. However, surveys indicate that, with specific job tasks, one-on-one mentoring/
orientation is the most successful training method for our field employees.
A training resource library has been established in the Division Office in Lansing. Many Parks
and Recreation Division staff has developed excellent training materials which will be placed in
the library. Suggestions are welcome for additional resources, such as videos and speakers
that should be added to the library.
Together...we can make a difference!
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PARKS AND RECREATION DIVISION
TRAINING COMMITTEE
Carl Lindell Bay City District Office
Bay City, Michigan
(989)-686-3859
Doug Rich Division Office
Lansing, Michigan
(517) 241-0484
Craig Krepps Tahquamenon Falls State Park
Paradise, Michigan
(906) 492-3415
Andrew Montgomery Warren Dunes State Park
Sawyer, Michigan
(616) 426-4013
Ralph Riddle Division Office
Lansing, Michigan
(517) 241-2892
Alicia Dell Sleepy Hollow State Park
Laingsburg, Michigan
(517) 651-6217
David Merk Van Riper State Park
Champion, Michigan
(906) 339-4461
Bill Clark Flat River Field Office
Belding, Michigan
(616) 794-0250
Jeff Fancher Highland Recreation Area
White Lake, Michigan
(248) 889-3750
Randy Guldner Grawn Field Office
Grawn, Michigan
(231) 263-7905
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SUMMER RANGER TRAINING
STANDARDIZED PROGRAM
GENERAL SESSION OUTLINE
WELCOME AND INTRODUCTIONS (VIDEO) 20 minutes
Introductory Remarks
Background & History (Department and Division)
Mission Statement
Goals and Objectives
Employees…..Our Valuable Resources
EMPLOYEE TIME AND ATTENDANCE 40 minutes
Time Reporting
Schedules
Benefits
Labor Relations
EMPLOYEE SAFETY (CD) 60 minutes
Drug and Alcohol Awareness
Confined Space
Right To Know
Lock-Out Procedures
Employee & Public Safety
No-Smoking Policy
BREAK 20 minutes
EMPLOYEE CONDUCT 60 minutes
Prohibited Discrimination and Sexual Harassment
Violence in the Workplace
Your Professional Image
Personal Appearance/Uniforms
OPERATIONS 40 minutes
Law Enforcement/People Control
Emergency Response
Incident/Accident Reports
LUNCH 60 minutes
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GENERAL SESSION OUTLINE
(CONT ’D)
EFFECTIVE COMMUNICATIONS 40 minutes
Telephone
Radio
SPECIAL SERVICES/PROGRAMS 55 minutes
Camping (Centralized Reservation System)
Motor Vehicle Permits
Boating Access Site Permits
Interpretive Programs
Volunteer Programs
MCCC Programs
EMPLOYEE STEWARDSHIP 5 minutes
BREAK 20 minutes
HOSPITALITY T RAINING (VIDEO) 120 minutes
EVALUATION FORMS 5 minutes
CLOSING REMARKS 5 minutes
9 HOURS TOTAL
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SITE-SPECIFIC SESSION OUTLINE
8
SUMMER RANGER TRAINING
SITE-SPECIFIC SESSION
WELCOME
Introductory Remarks
Background and History (Work Site)
Facility Orientation (Park Tour/Slide Presentation)
Buildings
Natural Features
Programs and Services
Community Attractions
CHAIN OF COMMAND
Organizational Structure
Internal Communications
Job Descriptions
GENERAL HOUSEKEEPING
Time and Attendance
Ranger Work Reports
Work Schedules
Bulletin Board Location
Incident/Accident Reports
EMERGENCY PLAN
Reporting Procedures
Action Plan
Emergency Telephone Numbers
Telephone Locations
Worker “Right-To-Know” Information
Personal Appearance/Uniforms
LOST AND FOUND
RULES, R EGULATIONS, AND DIRECTOR’S LAND USE ORDERS
9
JOB-TASK RELATED SUGGESTED TRAINING
10
Summer Ranger Training
SUGGESTED SITE-SPECIFIC SESSION
JOB TASK RELATED
PUBLIC C ONTACT
Campground Operation
Permit Booth - Revenue Collection
Boating Access Sites - Revenue Collection
Rules and Regulations/People Control
Waterfront Safety
BUILDING/GROUNDS M AINTENANCE
Public Building Cleaning, Safety, and Chemicals
Grounds Clean-Up
Mowing and Trimming - Equipment Upkeep, Repair,
Safety, and Chemicals
Building Maintenance
Equipment Operation
Power Tools
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CHAPTER 1
EMPLOYEE BASICS
TIME AND ATTENDANCE
The State payroll system operates on a two-week, 14-day, pay period. Paydays are the second
Thursday of the pay period. The employee completes a time and attendance report form
(R1216E) and gives to their supervisor for approval. After the supervisor reviews and approves
the time, the park/recreation area secretary enters the time into the State of Michigan DCDS
payroll system. The first paycheck will be received approximately one month from the date
when the employee begins working for the State, as each paycheck reflects the hours worked in
the previous two weeks.
It is the employee’s responsibility to have the time and attendance report form completed
accurately on a daily basis to ensure proper processing. Inaccurate or incomplete time and
attendance report forms will result in inaccurate and/or no paychecks.
It is strongly recommended that paychecks be direct deposited but may be mailed to your home.
Paychecks mailed to the home cannot be cashed until the date on the check.
T IME & ATTENDANCE INSTRUCTIONS
Holiday Time is paid at regular and/or shift differential hours depending on the shift you
worked. You do not receive holiday pay if you are not scheduled to work.
Overtime is paid at time and one half in excess of 8 hours per day OR 40 hours per
week.
Shift Differential shall be paid for each shift where fifty percent or more of regularly
scheduled shift falls between the hours of 4:00 p.m. and 5:00 a.m. Example: Scheduled
to work 2 p.m. - 10:30 p.m., you would put 8 hours on time sheet for Shift Differential.
Sick/Vacation time is NOT granted to summer rangers. If you are sick or need a day off
from your scheduled work shift you should show zero hours (0) for that day.
Completion of your time sheet is your responsibility. You are responsible to submit
your time sheet to your supervisor on your last day worked of the pay period. All pay
periods end every other Saturday, i.e., if your last work day is Thursday and you are on
pass Friday and Saturday you need to turn your time sheet in at the end of your shift on
Thursday.
12
Michigan Department of Natural Resources TKU
INDIVIDUAL BI-WEEKLY COST ACCOUNTING AND T IME REPORT Pay Period No.
Reference DNR Personnel Manual 15.02, 15.04
Employee Name (Last, First, MI) Employee ID Number From (mm/dd/yyyy) To (mm/dd/yyyy)
Bargaining Unit Classification (title and Level) Official Workstation
STANDARD DISTRIBUTION SUN MON TUE WED THU FRI SAT SUN MON TUE WED THU FRI SAT TOTAL
REG1 1st Shift – Straight Time
OVT1 1st Shift – Overtime
REG2 2nd Shift – Straight Time
OVT2 2nd Shift – Overtime
ANL Annual Leave Used
SKLV Sick Leave Used
BLTU 1 Banked Leave Time Used
FRLN 1 Furlough Leave Unpaid
FRLP 1 Furlough Leave Paid
AMD1 Administrative Leave Paid
CALL On Call Hours Paid
CMP E Comp Time Earned Unpaid
CMP U Comp Time Used
DH81 Deferred Hours 1981
DH82 Deferred Hours 1982
FMLA Family Medical Leave Act Unpaid
ILG Initial Leave Grant
MI 1 Military Leave Shift 1
NOPY Non Paid Hours
PLNA Voluntary Work Schedule
SCHL School Leave
UN01 Union Activity Paid
SUB TOTAL
AY INDEX PCA
SPECIAL DISTRIBUTION #1 SUN MON TUE WED THU FRI SAT SUN MON TUE WED THU FRI SAT TOTAL
REG1 1st Shift – Straight Time
PROJECT PHASE
OVT1 1st Shift – Overtime
REG2 2nd Shift – Straight Time
DESCRIPTION
OVT2 2nd Shift – Overtime
CMP E Comp Time Earned Unpaid
CALL On Call Hours Paid
SUB TOTAL
AY INDEX PCA
SPECIAL DISTRIBUTION #2 SUN MON TUE WED THU FRI SAT SUN MON TUE WED THU FRI SAT TOTAL
REG1 1st Shift – Straight Time
PROJECT PHASE
OVT1 1st Shift – Overtime
REG2 2nd Shift – Straight Time
DESCRIPTION
OVT2 2nd Shift – Overtime
CMP E Comp Time Earned Unpaid
CALL On Call Hours Paid
SUB TOTAL
SPECIAL DISTRIBUTIONS SUB TOTAL
GRAND TOTAL
Comments - Provide date and reason for usage/denial of leave, date and reason for sick leave usage (e.g., employee illness, injury, dr. appt., etc.) Also provide justification for
overtime/compensatory time earned or administrative leave used.
I certify that the information provided above is true and correct. I certify that the information provided above is true and correct to the best of my knowledge.
Employee Signature (use ink) Date Supervisor Signature (use ink) Date
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WORK SCHEDULES
Work schedules are defined as an employee’s assigned hours, day of the week, days off, and
shift rotation. Schedules are posted on the bulletin board in advance. You must initial the
schedule after your review. Requests for changes in the work schedule must be made in
advance, in writing, then submitted to the supervisor for consideration.
You must be ready to commence work at the time posted on the schedule. Tardiness will not be
tolerated and will be handled as a disciplinary matter. When circumstances, such as illness, force
you to be late or unable to work your shift, call your supervisor as soon as possible.
WAGES AND BENEFITS
All Summer Rangers may be hired to work for a maximum of 719 to 1040 hours per calendar year
depending on union contract. Employees are eligible for overtime at time and one-half when they
work in excess of eight hours in a day, or 40 hours in a week. Summer Rangers do not accrue sick
or annual leave. All holiday time worked is paid at straight time. A shift premium of 5 percent above
straight time rates shall be paid to all employees for each shift where 50 percent or more of their
regularly scheduled shift falls between the hours of 4:00 p.m. and 5:00 a.m.
Summer Rangers are not eligible for insurance coverage, other than Accidental Duty Death benefit.
This coverage provides $100,000 for death while on duty. There is no charge for this insurance.
Seasonal rangers are eligible for various insurances in accordance with Civil Service.
UNIONS
You are required to either join the union which represents your Civil Service classification, or to
pay them a service fee. Union application cards will be provided to you either by your supervisor
or by the union through the mail. A copy of the union contract is on file in the park office and
available for your review.
EMPLOYEE SAFETY
Safety is everyone’s responsibility. Your judgment and use of common sense is fundamental to
your safety and the safety of others.
All accidents or injuries must be reported to your supervisor as soon as
possible, even if thought to be minor.
A few reminders, though they may seem trite, are necessary because some persons do not
remember to use common sense. Common sense tells you never to smoke while filling fuel tanks
or working near open fuels or inflammable materials. Common sense tells you to wear protective
eye covering when using the power grinder. Common sense tells you to keep shields in place on
all power tools such as the table saw, belts, or turning shafts.
I. SITE EMERGENCY PLAN
A site emergency plan has been developed to provide a procedure for response to natural
and man-created emergencies. This plan details responsibilities, tasks, and coordination
of duties in the event of an emergency. You should become familiar with this document
and know where to find it. A copy is available from your supervisor.
II. SAFETY AWARENESS
All machinery, equipment, tools, and vehicles must be used in a manner that reduces chances
of injury to the operator, other employees, and the public. A hurried, haphazard attitude
towards your work may cause an accident. We operate at a hectic pace and every minute
counts, but efficiency is not so important that employees should take unsafe shortcuts. It is
achieved through the continuing effort of efficient and safe work techniques and habits.
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Accidents can be prevented by careful planning and an effective program of good
housekeeping and proper maintenance. Accident prevention is good business. The cost
of accidents is always greater than the cost of prevention.
III. OPERATION OF MOTORIZED EQUIPMENT
A. Check oil level before starting vehicle.
B. Visually inspect engine compartment for signs of impending trouble
(notify supervisor if anything appears wrong).
C. Anyone operating any vehicle or motorized equipment MUST have a valid driver’s
license on their person. They also must have a supervisor’s approval for each type of
vehicle or equipment they operate.
D. Adhere to all posted speed limits or at speeds specified by the Unit Manager.
E. Seat belts are to be worn whenever a vehicle is in motion.
F. Horseplay with or around vehicles will not be tolerated.
G. Riders are not permitted in the cargo area of trucks or utility vehicles.
H. A first-aid kit, ABC fire extinguisher (see Section XI, Fire Extinguishers), and reflectors
are standard equipment in each park vehicle.
I. When operating lawn mowers:
1. Operator must have had proper instruction on complete usage before
operation of mower. This instruction will be provided by a qualified member of
the permanent park staff.
2. Operators of push-type mowers will be required to wear either approved steel-
toed work boots or the slip-on protectors provided by the park.
3. The mowing area must be checked for possible hazards: sticks, rocks,
papers, bottles, wire, etc. This material must be removed before mowing
begins.
4. Be aware of the direction of discharge of the mower. Never discharge toward
buildings, persons or vehicles. Do not mow within 50 feet of any park visitors.
5. Lawn mowers should never be left unattended unless the engine is shut off
and the key removed. Ear and eye protection must be worn.
J. If unsure about the operation of any piece of equipment, ask a supervisor for
clarification.
K. If problems arise, make sure your supervisor is advised so repairs can be made.
IV. OPERATION OF HAND T OOLS
A. Do not use any hand tools you are not competent to use correctly and safely. Contact
your supervisor if you have ANY questions regarding the use of a hand tool.
B. A hand tool shall be used only for the purpose for which it was designed or approved.
C. Any defective tool should be reported to your supervisor immediately.
D. Use care when transporting sharp and pointed tools.
E. Clean safety glasses or goggles will be worn if the danger of eye injury is present.
F. Always put tools away clean and ready for next use.
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V. INSTRUCTION ON PROPER CLIMBING
A. A ladder shall not be placed in a passageway, doorway, driveway, or any location
where it may be knocked over unless it is protected by barricades or guards.
B. Before and during a climb, always have a person check on the stability and guards.
C. A ladder shall not be used as a brace, gangway, or for any other use other than that
for which it is designed.
D. An employee shall face the ladder when ascending or descending.
E. An employee on a ladder shall not overreach or do any pushing or pulling that may
cause the ladder to move or topple. If both shoulders are outside of a side rail, the
user is overreaching.
F. A ladder which is transported or stored on or in a vehicle shall be securely fastened to
prevent damage and unintentional displacement. If it extends two feet past the
bumper, it shall be flagged.
G. A ladder shall be carefully inspected before use. It shall also be inspected if it has
been involved in an accident to determine if its condition caused the accident.
H. Aluminum ladders shall not be used when working on electrical wiring.
I. Extreme care must be taken when using any ladder during icy conditions or on
unstable surfaces.
VI. HAZARD COMMUNICATION OR RIGHT-T O-KNOW
Employees have a legal right to be informed about hazardous chemicals that they might be
exposed to. Act 80 is an amendment to MIOSHA which requires that information and training
be provided to employees who are exposed to hazardous chemicals in the normal course of
employment or who are likely to be exposed to hazardous chemicals in the event of an
emergency.
The Right-To-Know law has several requirements governing chemicals as follows:
A. Inventory: All hazardous chemicals that Park & Recreation Employees work with on a
regular basis must be inventoried and the inventory list kept at the place of work. You are
entitled to review the list. You should know where the list is kept. If you don’t, ask your
supervisor.
B. Labeling: All containers housing hazardous substances must be labeled. The warning
label must list the chemical name, the chemical manufacturer’s name, address,
hazardous ingredients, hazard warning, etc., and must specifically convey the hazard
of the chemical. The container label may provide instructions for first-aid, fire
extinguishing, safe handling and storage procedures, personal protective equipment
recommendations, and disposal methods.
In the event that it is necessary to temporarily store some of the chemical in another
container, the common name of the chemical must be written on the secondary
container. Never leave mineral spirits, paints, solvents, etc. in unmarked containers.
Consumer products are an exception to the MIOSHA labeling requirement. Items
purchased over the counter to be used in household quantities and in a household
manner (with appropriate consumer warnings on the factory label) are exempt, e.g.,
bathroom cleaners, spray paints, turpentine, etc. Pesticides are also exempt because
they are regulated under other Federal regulations which require specific labeling.
C. Material Safety Data Sheets (MSDS): Manufacturers and importers of hazardous
chemicals are required to provide MSDS for their products containing hazardous
chemicals.
16
The MSDS are kept at the park office for your review. MIOSHA law requires
employees be instructed as to where the MSDS are kept and how to read them. If you
haven’t received this instruction, ask your supervisor to provide the required training on
Hazardous Communications, including instructions on MSDS.
MSDS provide the following information:
Manufacturer’s name, address and telephone number.
Product identification (name of chemical).
Physical properties.
Health hazard data.
Emergency first-aid procedures.
Reactivity data (dangers from mixing chemicals).
Fire and explosion hazards data.
Personal protective equipment.
Spill and disposal information.
The MSDS’s for hazardous chemicals used at this park are kept at this park. Inform
employees where the MSDS’s for your park are kept.
If you have any questions about chemicals you encounter at the park, or their
potential hazards, you should refer to the MSDS’s kept at the park and/or
discuss your concerns with your supervisor.
VII. INSTRUCTIONS ON LIFTING AND CARRYING
A. Do not lean over to pick up any object. It may cause back strain. Bend from the knees
and keep your back straight to give maximum support when lifting. Back injuries are
one of the most common injuries incurred by Park & Recreation Employees.
B. If something is too heavy to lift or carry by hand, either get help from other employees
or use a dolly.
C. Keep the object you are carrying close to you. Keep your vision unobstructed.
VIII. CONFINED SPACES (W ELL PITS, SEPTIC TANKS, MANHOLES, SEWAGE CLEANOUTS, ETC.)
A confined space is large enough for an employee to enter, has limited or restricted means
of entry or exit, and is not designed for continuous occupancy. Within the park are a
number of confined spaces that you are not allowed to enter under any circumstances.
These are known as “Permit Required Confined Spaces.” These “Permit Required
Confined Spaces” are poorly ventilated and might have a dangerous atmosphere such as
low oxygen levels, poisonous gases, or explosive fumes.
DO NOT ENTER A “PERMIT REQUIRED CONFINED” SPACE UNDER ANY CIRCUMSTANCE!
CONFINED SPACE REQUIREMENTS
If you have questions about confined spaces at the park, discuss them with your
supervisor.
IX. PERSONAL PROTECTIVE EQUIPMENT
There is a legal requirement that protective equipment be worn while performing certain
types of work. The wearing of personal protective equipment is required and is not at
the option of the employee. When your supervisor gives you a new work assignment,
he/she will provide you with instructions as to the need to wear protective equipment.
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Your supervisor will also provide you with the required protective equipment and training
as to how and when the protective equipment should be worn.
A. Employees must wear a protective helmet when working in an area where there is
a possible danger of head injury from impact or from falling or flying objects, or
from electrical shock and burns.
B. Eye and face protection equipment must be used when machines or operations
present the potential for eye or face injury. Eye protection is also required while
mowing, using grinders, saws and any tool that has potential for eye injury.
C. Foot or toe protection shall be worn by all employees when there is danger of injury
to an employee’s feet.
D. Hearing protection shall be used when using equipment producing loud noise.
Even moderate noise levels can cause hearing loss over time.
E. All safety equipment must be kept clean and in proper working condition.
PERSONAL PROTECTIVE EQUIPMENT REQUIREMENTS
If you have questions about personal protective equipment at the park, discuss with your
supervisor.
X. CONTACT WITH BODY FLUIDS - BLOOD BORNE PATHOGENS
All employees must be aware of potential contact with the HIV virus and other blood borne
pathogens. Possible contact is often associated with administering first-aid to illness and
accident victims. When working in a situation where contact with body fluids is likely,
employees are to assume exposure to pathogens and utilize personal protective
equipment, including rubber gloves and, depending upon the situation, safety glasses and
masks covering nose and mouth.
If there is any question whether protective equipment should be worn, you are to utilize it.
Persons are conditioned to seeing health care professionals and emergency personnel on
television shows utilizing protective gloves and expect them to be used. A simple
explanation to the visitor you are assisting indicating that you are required to wear the
protective gloves for mutual protection will prevent negative reactions to the protective
equipment.
A supply of appropriate protective gloves shall be kept in each park office. Each first-aid
kit shall contain at least one pair, and preferably several pairs, of protective gloves.
Any employee exposed to the body fluids of another person in the course of his/her
duties should contact the supervisor.
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BLOOD BORNE PATHOGENS REQUIREMENTS
A. A copy of the Exposure Control Plan shall be accessible to all employees. Hand
washing facilities shall be readily accessible or appropriate antiseptic hand
cleanser with clean cloth or paper towels, or antiseptic towelettes.
B. All employees who have had exposure to blood or bodily fluids shall be offered a
hepatitis B vaccination within 24 hours.
C. Training shall be given at the expense of the employer.
D. Provide Personal Protective Equipment at no cost to the employee.
If you have any questions about blood borne pathogens or the potential hazards
you may encounter at work, discuss your concerns with your supervisor.
XI. SMOKING IN PARK BUILDINGS
Smoking is prohibited in all State buildings and vehicles.
XII. FIRE EXTINGUISHERS
You should be familiar with the various types of fire extinguishers, the way they are
activated, and which type to use on different fires. There are simple directions on the
extinguishers. Basically there are three types of fires and extinguishers:
A. ASH: Anything that results in ash, such as wood and rags.
B. BULK: Usually refers to flammable items stored in bulk such as gas, oil, and fuel oil.
C. CIRCUITS: Referring to electrical circuits.
If a fire extinguisher is labeled ABC, it is safe to use on all three types of fires.
If you discharge a fire extinguisher or find a fire extinguisher has been discharged, even
partially, remove it and bring it to your supervisor for recharging.
XIII. HANDLING ELECTRICAL EQUIPMENT
A. Only qualified employees are to make electrical repairs. Only your supervisor
determines who is qualified.
B. Report any faulty machinery or wiring immediately to the supervisor.
XIV. DEFECTIVE EQUIPMENT
If a piece of equipment is defective, it should be tagged out-of-service and reported to your
supervisor.
XV. HAZARDS
Employees will report any unsafe conditions which cannot be properly corrected
immediately to the supervisor.
A. Obstructions that might cause tripping.
B. Tree limbs and other overhead obstructions that pose a potential hazard in a public
use area.
C. Any vandalism that creates a public hazard (open electrical panel, broken glass).
D. Any defective piece of park equipment available for public use (playground
equipment with broken swing seats, loose bolts, protruding nails, etc).
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XVI. LOCK-OUT PROCEDURES FOR POWER EQUIPMENT
Lock-out procedures will be used on energy control devices whenever maintenance or
servicing is performed on machines or equipment.
Locations of lockout control devices will be shown to all employees.
LOCK-OUT PROCEDURE REQUIREMENTS
A. Establish energy control procedures for the control of potentially hazardous energy
when employees are engaged in servicing or maintenance activities.
B. Energy control devices (locks, tags, etc.) will be provided by the employer.
C. Full protection of employees during service or maintenance of machinery or
equipment having potentially hazardous operations.
D. Periodic inspection of the energy control procedure to ensure that the procedure
and standards are being followed.
E. Training and communication of the energy control procedure program to all
employees.
If you have any questions about the Lock-Out Procedure or Lock-Out Program, discuss
your concerns with your supervisor.
EMPLOYEE CONDUCT
The respect and admiration Park & Recreation Employees have earned over the years must be
continually re-earned every day.
You are welcomed as a member of a team that seeks to re-earn this respect and admiration as
must be done each year. Remember that you are an employee and a team member. What you
do as an individual is magnified when working as part of a team. Who you are and what you do
really does count!
I. PROPER EMPLOYEE CONDUCT
1. Use your smile!
Greet our visitors, your fellow workers, or your supervisor, promptly. Do not keep
them waiting. Greet people with a smile. Frowns can raise barriers that may never
break down.
2. Give everyone your undivided attention.
Being a good listener will help you. Be interested. You will gain respect.
3. Never argue.
Discuss matters in a normal voice. Don’t shout. Speak clearly so people
understand you.
4. Never jump to conclusions.
Get the facts and understand before you decide what to do.
5. Don't be afraid to say, "I don't know."
Never guess. And when you don’t know, say so. Help find the answer and be sure
to get back to the visitor with an answer.
6. Set a good example.
Everyone watches what you do on and off duty.
7. Use tact in refusing requests you cannot grant.
Never say "You can't do it." Suggest an alternate course, if possible.
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8. Do not criticize the operations in public.
This only confuses the public and serves no constructive purpose. More often than
not, the person listening to you loses confidence in you as a Department employee.
Your supervisor will want to know of your constructive thoughts.
9. Accept public complaints and criticism constructively.
Don’t be defensive. Try to understand and help with the problem or explain the rule
to the best of your ability. Refer problems that you are not able to handle to your
supervisor. Rules have to be followed and at times you must be firm.
10. Be helpful. Your job is public service.
Remember you are delivering a product to the public they have already paid for.
11. Do not become involved personally with park visitors in any way that could
compromise your position.
Each should be treated equally. Keep in mind you are being watched and
observed by other visitors at all times.
12. Never accept "tips" or "gifts" no matter how small or how well intended.
Accepting coffee from a camper or picnicker looks bad to other visitors and can be
embarrassing to you later should you have to take corrective action with that
person.
13. Visiting campers and other users
Do not visit campers or picnickers except as duty requires. Under no
circumstances enter a tent, trailer, or car to visit.
14. Smoking
Do not smoke while engaged in conversation with a park visitor. Smoking is
prohibited in State buildings and in all State-owned vehicles. Do not smoke within
25 feet of a building. Try to select a location to smoke that is out of direct view of
the public.
15. Uniforms
Uniforms are to be worn properly and only while on duty. Use good posture; stand
erect.
16. Harassment
Harassment of the public or fellow employees will not be tolerated. Any action that
demeans or degrades another person cannot be tolerated in any form. This
includes sexual and racial harassment, as well as threats of violence. If there is a
situation or circumstance at your work place, notify your supervisor, or whoever is
in charge, immediately. If this is not possible, contact Equal Opportunity
Compliance, Litigation, and Program Services at 517-335-1582.
17. Contact with the Media
All media inquires should be referred to the appropriate media contact.
II. PROHIBITED DISCRIMINATION AND SEXUAL HARASSMENT
The Michigan Department of Natural Resources is an equal opportunity employer and
service provider. This means that no employee or member of the public is to be subjected
to discriminatory practices in the administration of any employment policies or in the
delivery of services and programs.
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As a summer ranger/employee of the Michigan Department of Natural Resources, you will
encounter a wide variety of people on a daily basis. You are expected to treat all people with
respect, courtesy, and equitably, without regard to their race, color, religion, sex, national
origin, age, handicap, marital status, height, or weight. This applies to employment, programs
and services.
The policies we are going to review and discuss apply to both employees and members of
the public.
22.00-01 - Discrimination & Accessibility in the DNR - Policy, Requirements and Definitions
As employees of the Michigan Department of Natural Resources, you are prohibited from
engaging in any prohibited discriminatory act towards another employee (co-worker) or
towards a member of the public. (The policies contain some examples).
Therefore, should you receive a request for assistance; it is expected to be provided with
respect. If you do not know how or what to do, you must make efforts to find out how or what
to do, rather than ignore the problem. Do not offer assistance without first asking for
permission to do so.
Provide the telephone numbers to the Equal Opportunity Compliance Officer,
517-335-1582 and the DNR Human Resources Division, 517-373-1207.
Respond to questions on the policy. Questions that cannot be immediately answered
should be written down and forwarded to the Equal Opportunity Compliance Officer for
follow-up response.
CULTURAL AWARENESS
When interacting with persons from a culture that is different from your own, do not
assume that your way of handling a situation is the same for the other culture. For
example, before touching someone’s belongings, ask if you may do so. In most cultures,
elders are highly respected. It may mean that you approach the elder member of a group
to determine if you may speak to other members of that group. If you are unsure of how to
handle a situation, don’t be afraid to ask your supervisor for help.
22.00-03 - Processing Discrimination & Accessibility Complaints for Members of the Public
Should you receive a complaint from a member of the public of discriminatory treatment,
refer them to the Human Resource Division, Equal Opportunity Compliance Officer.
The Department’s Human Resource Division can provide additional training opportunities
and information.
A. VIOLENCE IN THE WORKPLACE
Ensuring the safety and security of our employees and the citizens we serve is of utmost
importance. While employee initiated violent or threatening behavior in the workplace is
rare, such behavior cannot and will not be tolerated. To that end, the Department
Management Team has formulated the following “Violence in the Workplace Policy.”
The DNR has zero tolerance for any form of violence or threatening behavior, explicit or
implied, in the workplace. As DNR employees, we are all accountable for our actions and
behavior, and we must interact responsibly with others in the workplace. An employee
engaging in State business or work-related activities who commits, or threatens to commit,
any act of violence, will be disciplined up to and including dismissal from employment.
Any threat relayed, whether verbal, written or by gesture, will be presumed to be an
expression of intent to do harm to another. This includes any and all acts of intimidation,
including, but is not limited to, jokes, jests, and acts of horseplay that are inappropriate.
Employees shall immediately report to a supervisor any threat or act of violence made by
another employee against a co-worker or member of the public.
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DISCIPLINARY ACTION
A Department employee engaging in State business or work-related activities who commits,
or incites another to commit, any of the following acts against another employee or member
of the public, shall be subject to discipline up to and including dismissal from employment:
1. Making explicit or implied threats to cause the death or physical injury of another
individual, or the damage or destruction of property.
2. Intentionally having physical contact with another individual including, but not limited
to, hitting, striking, pushing or shoving, that causes physical injury.
3. Causing malicious destruction of or damage to, the property or resources of the State
of Michigan, another employee, or the general public.
4. Bringing any non work-related firearm, dangerous weapon, or device that could be
used to cause physical harm onto property owned or leased by the State of
Michigan.
5. Engaging in any form of behavior that creates a hostile environment where such
behavior has the purpose or effect of unreasonably interfering with an employee’s
work performance, creating an offensive working environment, or causing another
person to experience undue stress or fear.
PROCEDURE FOR EMERGENCY OR IMMEDIATE DANGER
Employees who find themselves in a situation that they believe present an
emergency, or a clear and immediate threat of violence, shall make every
reasonable attempt to remove themselves from the situation.
Employee shall immediately notify a supervisor.
If warranted, supervisor shall immediately notify appropriate law enforcement
personnel.
Supervisor shall immediately notify the Human Resources Division Chief, or the
Chief's representative.
The Department’s Human Resources Division shall investigate and take appropriate
remedial action.
PERSONAL INJURY OR DAMAGE TO PROPERTY
Employees shall immediately notify supervisor.
Employees shall not disturb the site of the injury or damage.
If warranted, Supervisor shall immediately notify appropriate law enforcement and/or
medical personnel.
Supervisor shall immediately notify the Human Resources Division Chief or the
Chief's representative.
Supervisor shall preserve the site of the injury or damage.
Supervisor shall notify and provide assistance to the family of an injured employee.
Human Resources Division shall investigate and take appropriate remedial action.
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NON-IMMEDIATE DANGER
Employees who find themselves in a situation of non-immediate danger shall notify a
supervisor.
Supervision shall notify the Human Resources Division Chief or the Chief's
representative.
Human Resources Division shall investigate and take appropriate remedial action.
SITE EMERGENCY PLAN
A site emergency plan has been developed to provide a procedure for response to
natural and man-created emergencies. This plan details responsibilities, tasks, and
coordination of duties in the event of an emergency. You should become familiar
with this document and know where to find it. A copy is available from your
supervisor.
B. WORK RULES
Work rules are promulgated by the Department and describe the conduct expected of
employees. It is the intent of these rules to define the responsibilities and obligations of
employees and to assure the attainment of the Department's objectives through an orderly
process.
The rules apply to all employees of the Department without exception, regardless of level
and title, union or non-union affiliation. It is the responsibility of employees to adhere to
these rules, and the responsibility of supervisors/managers to administer these rules in a
consistent and objective manner. Violation of any of these rules, or knowingly allowing rules
to be violated, may be cause for disciplinary action ranging from reprimands to immediate
discharge. If appropriate, the employer may search the employee's locker, desk, work area,
automobile, purse or other personal effects located on property owned or leased by the
State of Michigan, unless specifically prohibited by law.
ALL DNR EMPLOYEES ARE REQUIRED TO:
Report to work promptly at the starting time and to remain until the scheduled
quitting time, unless a change is authorized.
Notify the supervisor, promptly, of an anticipated absence or lateness.
Keep the supervisor apprised of whereabouts during work hours.
Observe the time limits and scheduling of lunch periods, rest periods, or wash-up
periods.
Avoid unexcused or excessive absenteeism.
Gain approval for supplemental employment.
Use seat belts according to law and DNR policy when driving on State business.
Observe all health, sanitation, and safety rules and practices, including those
governing the use of protective equipment and clothing.
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ALL DNR EMPLOYEES SHALL REFRAIN FROM ANY OF THE FOLLOWING:
Engaging in any form of violence or threatening behavior, either explicit or implicit, in
the work place.
Insubordination; refusing or failing to follow written or oral supervisory instructions,
directions, or assignments.
Neglecting job duties or responsibilities due to conducting personal business on the
job; loafing; sleeping; or reading publications not related to the job.
Misuse of State telephones or state issued telephone credit cards.
Misuse of state E-mail or Internet access software including any use outside of the
performance of official duties and responsibilities.
Unauthorized disclosure, removal, or copying of information or records.
Knowingly releasing inaccurate or incomplete information.
Falsification of records, reports or documents.
Becoming involved in a "Conflict of Interest" situation.
Obtaining goods or services at a discount offered exclusively to the Department as a
governmental agency; misrepresenting the intended use of goods or services to be
acquired through a government or employee discount.
Discourtesy when dealing with co-workers, other State workers, or the general
public.
Use of profane language or gestures.
Engaging in a strike or work stoppage either individually or as part of a group.
Stealing, including unauthorized removal of personal property or Department
property, tools, equipment, or supplies.
Personal use of Department facilities, tools, equipment, supplies or other property
without proper authorization.
Abuse or misuse of Department facilities, tools, equipment, supplies or other
property.
Unauthorized posting of material, -- unauthorized defacing or removal of posted
material; unauthorized distribution of written material.
Unauthorized lending, borrowing, or duplicating of keys; careless or improper use of
keys; or failure to report promptly the loss of keys.
Possession, consumption, or being under the influence of controlled substances or
intoxicants on State property, including state cars, or while on duty.
Reporting to work under the influence of alcoholic beverages or controlled
substances.
Threatening, attempting to, or inflicting bodily injury to another person on the job.
Intentional destruction or damage to the property of a coworker or citizen.
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Horseplay or other disruptive acts which could result in injury to persons or property.
Conviction of a felony.
Unauthorized possession of weapons on property owned or leased by the State of
Michigan or while on State business.
Hunting, fishing, trapping, or engaging in any other recreational activity administered
by the Department, without proper license, permit, or registration as required by law.
Illegal gambling on the job or State property.
Sexual harassment of other State employees or creating a hostile work environment.
Making false or malicious statements concerning the Department or its employees.
Unauthorized or improper use or possession of Department uniforms, identification
cards, or badges.
Unauthorized solicitations of funds or donations.
Selling or delivering commercial products or services on State property without
authorization.
Inappropriate dress and grooming: or lack of personal hygiene.
Unauthorized political activity in violation of Federal and State statutes.
Conduct unbecoming a State employee including but not limited to immoral or
indecent conduct or other criminal act.
Requesting or accepting a bribe or gratuity; or failing to report an offer of a bribe or
gratuity.
These rules do not constitute the entire list of rules for which employees and
supervisors/managers are held responsible. Other rules are provided by the Civil Service
Commission, statute, administrative code, and Commission policy, and by administrative
procedures established by management.
Division or worksite rules may be promulgated as long as they are not in conflict with
Department work rules, Civil Service rules, or Collective Bargaining Agreements.
Additional work rules may be established as circumstances require. Additionally, work
rules may be deleted or modified as required.
The Code of Ethics for State employees, State Ethics Act (Act 196 of 1973 as amended) is
hereby incorporated into these work rules by reference.
STANDARDS OF PERSONAL APPEARANCE
The public's image of the state parks and boating facilities is often influenced by the
behavior and appearance of Division employees. A neat, clean appearance is
fundamental to the image of the employee serving the public.
Supreme Court rulings have upheld the right of governmental agencies to enforce
grooming standards.
The following guidelines apply to Parks & Recreation employees:
1. The wearing of the standard uniform, as outlined in Parks and Recreation Uniform
Policy, is a job requirement while on duty.
2. Employee's hair shall be neat, clean, well-groomed, and not interfere with the
employee's ability to safely perform his/her job.
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3. The employee’s supervisor will determine how hair is worn to safely do assigned
work.
4. Beards, mustaches, and sideburns must be neatly trimmed and well-groomed.
Beards shall not extend more than one inch from the face. Mustaches shall extend
no further than the corner of the mouth. Side-burns shall not extend below the
earlobe.
5. Decorative jewelry shall not be worn on the uniform, but may be worn on the body
provided it does not hinder the safety of the employee.
6. If an employee's duties require the wearing of a respirator, facial hair must not
interfere with the proper fit of the respirator.
7. Wigs and hairpieces may be worn for cosmetic reasons if they comply with the
requirements of this policy.
The Unit Supervisor/Manager is the final authority in determining appearance and
uniforms.
UNIFORMS
Division employees are required to perform many duties, during which it is important that
they be identified by the public as a Department employee. Uniforms are provided to
Division employees so that they can be easily identified.
Uniform items purchased by the Department will remain the property of the Department. All
parts of the uniform shall be given proper care by keeping them clean and in good repair. In
the event that uniform parts are lost, damaged, or destroyed, by reason of carelessness or
negligence on the part of the employee, replacement will be made at the individual's expense.
Replacement articles will be issued only upon turn-in of a similar article. When an employee
completes seasonal employment, or is separated from the Division, all uniform items of issue
must be returned to his/her supervisor. Used shoes may be retained by the employee.
Personal protective equipment (hard hats, safety glasses, etc.) must be worn as directed
by your supervisor.
Park and Recreation Policy #94-4 describes, in detail, what uniform parts are issued to
employees. There is a specific uniform required for commissioned employees, non-
commissioned employees, clerical employees and Summer Rangers. Your anticipated
work duties will dictate, to some extent, what uniform items you will be required to wear.
All employees will be issued name bars, to be worn only on issued clothing. This allows
our visitors to identify you as an employee at times when information or assistance is
needed. While on public contact duty, shorts may be permitted but color and style must be
approved by the Unit Manager.
Remember, the reason for uniforms is uniformity! They identify you as part of a team of
people who have taken the responsibility of providing a safe, clean and pleasant
environment to visitors of the Michigan State Parks and Recreation Area facilities.
Employees whose civil service classification is State Worker 4 (Summer Ranger) are
required to comply with current uniform policy.
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CHAPTER 2
RULE COMPLIANCE AND COMMUNICATIONS
RULE C OMPLIANCE/PEOPLE CONTROL
One of the more difficult, and yet challenging, parts of our work is helping visitors to comply with
park rules. As Summer Rangers, most of you will find yourselves in a position of taking some type
of rule enforcement action while working during the season. The very nature of our job, which
requires dealing with large numbers of people, oftentimes in congested areas, dictates this.
I. LAW ENFORCEMENT IS RELATED TO OUR MISSION
Although the word “law enforcement” is used, it is important to remember that we are not “cops”
and our objective is to gain voluntary compliance. In order to gain compliance, it is essential to
have a thorough understanding of the rules and regulations, and most important, the reason
behind them. They ensure compliance with our Division’s mission of “providing a quality outdoor
recreational experience” and “to protect and preserve the natural resources of our state.”
II. RULE COMPLIANCE IS IMPORTANT
Rule compliance is everyone’s job. If you observe someone doing something in violation of a
Parks and Recreation rule, then you, as a Summer Ranger, should take the appropriate action to
correct the behavior. Don’t overlook a violation and assume the next Ranger going by will take
care of it. Ignoring improper behavior is the same as condoning a violation; inconsistent
compliance will leave park visitors with the assumption that their behavior is acceptable, thus
placing the next Ranger in a difficult position.
III. BE COURTEOUS
Always be polite when dealing with the public, including enforcement situations. A good approach
and introduction will make an impression. Sometimes visitors don’t know the rules and need to be
educated about the rule and the reason behind it. If at all possible, suggest alternatives to
visitors, rather than simply telling them they cannot do something. A little diplomacy can prevent a
small problem from growing into a major one.
Everyone has a reason for doing something. Often park patrons don’t realize that they are doing
anything wrong. Be sure you listen to their side of the story and try to understand their point of
view. Explanations of why something can’t be done or why something should be done should
never be “because it’s the law,” or “it’s the rule,” or “it’s the way we do things.” Quieting down a
sing-along around the campfire at 12:00 midnight can best be handled by pointing out that there
are other campers every 55 feet and sound carries very well at night. Even though the sing-along
is enjoyable and fun, due to the close proximity of other sleeping campers, the sing-along will
have to be postponed until another time. Explain that you can understand having a good time and
that the same activity in their backyard at home probably would not disturb many people. But, due
to the fact that they are in a campground environment, such an activity does bother others late at
night. Thank them for being part of a solution rather than part of the problem and leave. This is a
much better approach than saying “quiet hour is 11:00 p.m. and, if you want to stay here, you had
better be quiet.”
IV. GET THE FACTS
Be sure to get all the facts when taking complaints and handling rule enforcement situations. It is
impossible to make a fair and prudent decision on a rule matter until you have heard both sides of
the story. There is no room for bias or prejudice in our Division.
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V. ASK FOR ASSISTANCE
Above all, don’t try to be a hero. Your safety and the safety of others are most important. If you
see a law enforcement problem that looks like it may be more than you can handle, back off and
call for assistance. It is better to call for assistance and find out you don’t need it, then get into a
situation and discover that you have placed yourself and others in jeopardy.
VI. YOUR AUTHORITY HAS LIMITATIONS
It is important that you are aware of your authority and limitations. You can make requests of visitors for
voluntary compliance. And, you must work within your limitations; don’t make threats you can’t keep. If
you have exhausted your resources, call for one of the Parks and Recreation Officers to assist.
VII. OFFICERS HAVE INCREASED AUTHORITY
Several permanent and seasonal Park Rangers are commissioned officers and have the authority
to demand identification from individuals, issue appearance tickets, and make evictions or arrests
within the park when necessary.
VIII. RANGERS ARE PEACE KEEPERS
A peace keeper is the best way to describe a well-trained Park Ranger because pursuit of peace
is what brings our visitors to our park. Visitors come to the park to get a break from their
problems, to relax, and to be at peace with the natural surroundings and with other visitors.
ORAL COMMUNICATIONS
We assume that the spoken word is easiest to understand. However, being easy to hear does not
always mean it is accurately understood.
To be effective, we must focus on listening. We must understand all of what we hear.
LISTEN - What is the full meaning of what is being asked or said?
UNDERSTAND - Do you know what the person really means?
RESPOND - Once you understand, make a clear response.
EMERGENCY R ESPONSE
Millions of visitors use the state parks, access sites and recreation areas each year.
Occasionally, an emergency situation can occur, such as an accident, fire or explosion, missing
persons or severe weather conditions, medical emergencies.
We, as Parks and Recreation employees, must be prepared to assist during emergency
situations. The majority of the time this assistance will consist of answering questions, giving
information, and getting help. Example: 911, fire, police, etc. It's important to use good judgment
and always act as a calming influence, rather than adding to or creating problems.
You will need to become familiar with your work location's emergency plan, and emergency
services provided in your surrounding area, such as the ambulance, (911), hospital, police and fire
department. Being prepared and acting quickly can mean the difference between life and death.
A few things you can do to be prepared:
a. Have a current and legible emergency phone number list located at each park phone
and pay phone location.
b. Know the locations and use of fire extinguishers.
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c. Know where the first aid kits are and supplies to restock them.
d. Have maps or directions to the closest hospital or medical center at key locations in
the park to hand out to visitors.
e. Keep emergency equipment, such as lifeboats with oars, and life rings, in good
condition and available at the beach area.
f. Post an emergency plan for employees and the public to understand and follow.
g. Sometimes it's necessary to meet emergency assistance providers at the entrance
as they may not be familiar with the location of certain areas or sites.
h. When you are working at a Parks and Recreation Division location while in uniform
visitors will expect you to take a leadership role. Although an emergency situation
doesn't happen often, you must be prepared when it does. Know your work site’s
emergency plan. Listen carefully for this information during your individual work site
training.
WRITTEN R EPORTS
I. INCIDENT REPORT (R3003E)
An “Incident Report” is completed each time an “incident” occurs. An incident is
defined as
"a situation or circumstance in which a citizen experiences personal
injury, property damage, causes or participates in a confrontation which
may involve the issuance of a summons, or suffers serious personal
discomfort brought upon by parties other than himself or herself."
An "Incident Report" is also completed when a visitor wants to file a formal complaint,
or when someone is evicted from a park campground. If you are unsure if you
should make out an incident report, write one.
Be aware of the following when completing an “Incident Report:” Include all pertinent
information in brief form. Be precise and accurate in descriptions. When vandalism
or damage occurs to State property, estimate the cost of materials and labor.
Your narrative should be written in the order that the events happened. Use
conversational English. Do not use jargon, call signs or other terms that would not
be clear to the reader. A distinction needs to be made between those things that you
actually did or witnessed, and those things that were reported to you by others.
Clearly identify what each witness reported to you.
Be very specific when describing an injury or accident. Obtain the names, addresses
and phone numbers of witnesses, as well as that of the injured. Never give medical
advice. Always refer to the family physician or to a local physician or hospital.
Due to the urgency of a situation resulting from an accident, it is often impossible to
obtain all information necessary to complete the report. In these cases, it is prudent
to obtain as much information as possible immediately. You can follow up later to
obtain the missing data.
Include all details available even though they may not seem pertinent to the incident
at the time.
Timeliness is important in reporting an accident so that a field investigator may start
an immediate investigation and talk to witnesses as soon as possible.
If it will help to explain the incident, include a sketch of the scene to aid an
investigator. If appropriate, take photographs of any personal injury accident scenes
as soon as practical after the accident. Indicate how an injured person was
30
transported. Remember, an incident report is a public document. Avoid writing
comments which you would not want to be public knowledge.
Michigan State Parks, Access Sites and Recreation Areas serve millions of people
each year. Unfortunately, some people become injured when using these areas. In
other cases there can be conflicts, evictions, thefts and damage to facilities or
personal property.
TAKE NOTES IMMEDIATELY
COORDINATE WITH OTHERS
BE SPECIFIC
Incident reports play an important role when claims are brought against the State or
its employees. The claim can go to court a long time after the fact, so the report
must be a factual story of what took place, with the names, addresses and telephone
numbers of as many witnesses as possible. If in doubt whether a report is needed,
do a report.
Remember - a picture is worth a thousand words!
When at your work location, become familiar with incident reports, where they are
kept and where to turn in completed reports.
Any incident or accident involving a serious personal injury (broken limbs, back or
neck injury, paralysis, burns, death or drowning) that could possibly result in a claim
being filed against the State, should be reported immediately by telephone or in
person to your Unit Supervisor/Manager so he/she can report it. Timeliness is
important so that a field investigator may start immediate investigation of the
accident. Be sure to include any outside agencies, such as state, county police,
ambulance, fire trucks, medical assistance, etc. in your report.
31
MICHIGAN DEPARTMENT OF NATURAL RESOURCES - PARKS AND RECREATION
INCIDENT REPORT (PART A)
UNIT NAME DISTRICT DATE AND TIME OF INCIDENT INCIDENT REPORT NUMBER
Fish Lake M.U. Northern Lower July 15, 2000
NAME OF EMPLOYEE MAKING REPORT LOCATION OF INCIDENT
Jim Smiles Big Dog Campground
PUBLIC INJURY COMPLAINT STATE PROPERTY DAMAGE THEFT, STATE PROPERTY
PERSONAL PROPERTY DAMAGE MISSING/LOST PERSON NON-VANDALISM ENFORCEMENT
THEFT, PERSONAL PROPERTY DOG/PET PROBLEM VANDALISM PUBLIC VEHICLE ACCIDENT
OTHER
#1 WITNESS OR PERSON INVOLVED #2 WITNESS OR PERSON INVOLVED
LAST NAME FIRST NAME MI DATE OF BIRTH LAST NAME FIRST NAME MI DATE OF BIRTH
Rake Donald D 10/02/1967 Rake Sandy S 5/17/1969
ADDRESS TELEPHONE NUMBER ADDRESS TELEPHONE NUMBER
101 Harbor Dr (616 ) 555-9876 101 Harbor Dr (616 ) 555-9876
CITY STATE ZIP CITY STATE ZIP
Reece MI 48665 Reese MI 48665
#3 WITNESS OR PERSON INVOLVED #4 WITNESS OR PERSON INVOLVED
LAST NAME FIRST NAME MI DATE OF BIRTH LAST NAME FIRST NAME MI DATE OF BIRTH
ADDRESS TELEPHONE NUMBER ADDRESS TELEPHONE NUMBER
( ) - ( ) -
CITY STATE ZIP CITY STATE ZIP
EMPLOYEES INVOLVED
LAST NAME FIRST NAME TITLE INVOLVEMENT
Smiles Jim STW 04 Took Report
LAST NAME FIRST NAME TITLE INVOLVEMENT
Right Dudley S.P. Officer Issued Ticket
LAST NAME FIRST NAME TITLE INVOLVEMENT
#1 VEHICLE INVOLVED VEHICLE ACCIDENT DIAGRAM
LICENSE PLATE NO. STATE YEAR MAKE & MODEL DRIVER’S LICENSE NO.
4311OZ MI 00 99 Corvette R 734-159-753-456
DRIVER’S LAST NAME FIRST NAME MI
Rake Donald D
ADDRESS
101 Harbor Dr
CITY STATE ZIP
Reece MI 48665
#2 VEHICLE INVOLVED
LICENSE PLATE NO. STATE YEAR MAKE & MODEL DRIVER’S LICENSE NO.
DRIVER’S LAST NAME FIRST NAME MI
ADDRESS
CITY STATE ZIP
#3 VEHICLE INVOLVED
LICENSE PLATE NO. STATE YEAR MAKE & MODEL DRIVER’S LICENSE NO.
DRIVER’S LAST NAME FIRST NAME MI
ADDRESS
Additional Detail Attached: Yes No
CITY STATE ZIP
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Form is available electronically (R3003e) Back Side of Incident Report:
ASSISTANCE ACTION TAKEN
LAW ENFORCEMENT AGENCY NAME: Michigan State Police FIRST AID WARNING EVICTION
AMBULANCE COMPANY NAME: TICKET/ARREST DUMP
ALCOHOL
FIRE DEPARTMENT REPORTED TO ANOTHER AGENCY:
NAME:
OTHER (NAME): AAA Towing
DESCRIBE ACTION TAKEN BY THOSE ASSISTING(ATTATCH ADDITIONAL SHEETS IF NEEDED: OTHER
BRIEF DESCRIPTION OF ACTION (FIRST AID GIVEN, ETC.)
DETAILS - DESCRIBE WHAT HAPPENED (INCLUDE PERSONS, WEATHER,CAUSE FAULT, PICTURES, ETC.
Enter details here.
OTHER INFORMATION FOLLOW UP
NONE POLICE REPORT PHOTOGRAPHS WITNESS STATEMENTS IS FOLLOW UP ACTION REQUIRED? YES NO
OTHER: IF YES, LIST ACTION:
STATE PROPERTY DAMAGED OR STOLEN? YES NO
IF YES, INDICATE REPAIR COSTS:
TOTAL MATERIALS: $
TOTAL LABOR $ TOTAL STAFF TIME ON THIS INCIDENT:
TOTAL COST $
SIGNATURE OF EMPLOYEE MAKING REPORT SUPERVISOR’S SIGNATURE DATE
SUBMITTAL INFORMATION
ORIGINAL: DIVISION
COPY: FIELD HEADQUARTERS
COPY: OFFICE OF PROGRAM ASSISTANCE AND REVIEW (INTERNAL AUDITOR)
COPY: OTHER:
33
MICHIGAN DEPARTMENT OF NATURAL RESOURCES-PARKS AND RECREATION DIVISION
INCIDENT REPORT (PART B)
This information is required by Authority of Part 5 of Act 451, P.A. 1994, as amended, to ========
WITNESS STATEMENT
LAST NAME (Of Person Making Statement) FIRST NAME MI DATE OF BIRTH NAME OF PERSON STATEMENT IS BEING MADE TO
ADDRESS
CITY STATE ZIP
I am not under arrest for, nor am I being detained for any criminal offenses concerning the events I am about to make
known to the person named above.
SIGNATURE OF PERSON MAKING STATEMENT DATE
WITNESS SIGNATURE WITNESS SIGNATURE
RECORD OF PROPERTY IMPOUNDED, CONFISCATED, OR REMOVED
REASON FOR IMPOUNDING
DESCRIPTION OF WHAT WAS IMPOUNDED (CAR, TENT, TRAILER, HUNTING/FISHING GEAR, ETC.)
List and describe items found in car, camp equipment, etc. If items are evidence, note the location of items when found.
Note and list any missing parts of defects on vehicles or camping equipment.
SIGNATURE OF PERSON MAKING STATEMENT DATE
WITNESS SIGNATURE WITNESS SIGNATURE
34
II. EMPLOYEE ACCIDENT REPORT (R7200)
When an employee is injured, it must be reported to your supervisor. Each and every accident is
to be investigated to determine how and why it occurred. Your supervisor must complete a very
detailed report on every accident. The report is designed to reveal the causes of the accident.
Hopefully, the causes can be corrected to prevent future injuries to others.
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III. MOTOR VEHICLE DAMAGE REPORT
Any accident or damage involving a personal vehicle while on official business, or a State-
owned or leased vehicle, must be reported, regardless of the degree of damage caused. This
applies whether or not another vehicle is involved. Most vehicles are leased through DMB-VTS
(Vehicle & Travel Services). When an accident does occur, you need to call in the accident
report to Wheels, Inc. who is the leasing agent. In the glove compartment of the leased
vehicles, there is a copy of the “Motor Vehicle Damage Report.”
Use the Motor Vehicle Damage Report as a guide when calling to report all accidents to State
vehicles. If an injury should occur to yourself or another State employee, be sure to report it to
your supervisor. Your supervisor must prepare a separate report when an employee is injured.
When a vehicle accident involving a State vehicle occurs, you should do the following things:
A. Get help for anyone injured in the accident.
B. Notify the police or local law enforcement agency.
C. Do not discuss who is at fault.
D. Get names of witnesses.
E. Get the name of the police officer.
F. Report details to your supervisor.
VEHICLE USE
As an employee of the Michigan Department of Natural Resources, Parks and Recreation
Division, it may necessary for you to operate a state-owned vehicle. These vehicles are
provided for official use ONLY, and are not to be used for personal errands. In order to operate
the vehicles, you must have a valid driver’s license, verified by your supervisor, and carry it with
you at all times while you are driving.
The video that you are about to see has been developed by Parks and Recreation employees to
insure your safe and sane operation of state-owned vehicles. The following points are made in
the video:
I. BEFORE OPERATING A VEHICLE
1. Be sure the log book has been completed by the previous driver.
2. Check the glove compartment to be sure that all legal papers pertaining to the
vehicle are present.
3. Visually inspect vehicle for any damage done to the vehicle, or obstacles close by
that may be in your way.
4. Make note of location of fire extinguisher and first aid kit.
5. Periodically, check oil level and other vital fluids; and inspect under the hood for any
possible hazards, such as loose battery clamps, or worn belts.
6. Be aware of low tire pressure.
7. Check fuel level, and fill if necessary.
II. WHILE OPERATING A VEHICLE
It is important that you realize you are a public employee. Your driving will directly
reflect on the public’s image of this Department.
1. Drive in a courteous and safe manner.
2. Wear your safety belt at ALL times.
3. Follow all traffic laws set down by the State of Michigan.
36
4. Be aware of surrounding conditions and drive according to those conditions;
always at, or below the posted limit.
5. There is no smoking allowed in any state-owned vehicle.
6. Only Department employees are allowed in the vehicles. Passengers are
permitted with the prior approval of your supervisor or in emergency situations
only.
7. Alcohol is NEVER permissible in or out of a vehicle and not on Department
property.
III. WHEN LEAVING YOUR VEHICLE
1. Always put it in park with the emergency brake on.
2. When finished with your trip, complete your log book. Destination, area traveled,
purpose of trip, and mileage must be recorded.
IV. OTHER POINTS TO BE AWARE OF
1. In case of an emergency or accident, contact your supervisor immediately.
2. Drive only on established roads. Off road use greatly contributes to damage done
to vehicles and should not be done unless absolutely necessary.
3. If you are needed to pull a trailer, be sure you understand how, and are capable of
doing so.
Remember, when you are driving a State vehicle, you are on display. Do your best to
represent the State in a professional manner.
EFFECTIVE C OMMUNICATION
I. RADIO OPERATION
Two-way radios are a valuable part of this park's communication system. They can be
used lawfully only if both Federal and State regulations are followed closely.
Department radios are licensed by the Federal Communications Commission (FCC).
DNR employees do not need to be licensed to operate our radios, but they must follow
all established procedures.
Federal regulations restrict the types of communications that can be transmitted through
the airways. All of our radio traffic (messages) must be limited to the following three
types of messages. All other traffic is prohibited.
1. That which concerns public safety and the protection of life and property.
2. That which is essential to official Parks and Recreation business.
3. Personal messages of bona-fide emergency (illness, death).
A. TYPES OF RADIOS
There are three basic types of radios. Base stations, mobile units, and hand-held
units. Each type of radio requires special procedures.
1. BASE STATION
The “base station” is the main radio located at the unit headquarters. These
radios have a range of 50 miles or greater. Often temporary base station
radios are found at other contact points such as campground contact booths.
Written radio logs are required for permanent base stations. Written logs
include date, time, nature of message, and radio user’s initials.
37
2. M OBILE RADIOS
These radios are mounted in vehicles and have a range of 20 miles or more.
No radio log is required for these radios. Do not transmit when the vehicle is
inside the building or when the antenna is touching a person or object.
3. HAND-HELD OR PORTABLE RADIOS
These radios come in many styles and each will require user familiarization.
All require care. Do not grab the radio by the antenna. If the unit has an
extendible antenna instead of a rubberized type, extend the antenna fully
before transmitting. Hold the radio upright as turning radio on its side results
in reduced signal strengths. These units will transmit about five miles.
Be sure to ask your supervisor about the use, care, and charging of batteries.
Among the types of communication equipment, the use of two-way radios
may be the most unfamiliar to you. When two-way radio fundamentals are
understood and applied, you will find yourself doing a good job with this
useful and sometimes critical form of communication.
Radio traffic departs from usual conversation with people in person or by
telephone. It is not a conversation; it is a message. Standard English must
always be used, but more often phrases are used rather than complete
sentences. Never use CB jargon, nor the 10 code associated with police
agencies. This type of jargon is prohibited so that employees may be able to
communicate effectively. Our traffic is simple, to the point, and uses very few
special terms. Here are the components essential to all radio traffic.
One employee contacts another employee to establish if that person is
available and to provide notice radio traffic will take place so that others will
wait before they use the radio.
Both employees prepare to send and receive messages.
The initial message is transmitted (broadcast).
A response is transmitted.
Both employees acknowledge they have finished with messages and
relinquish the radio frequency. This is referred to as “signing off.”
We need to know who we are talking to and there is a system of radio names
that is easily understood. Basically radio names are a two-part name, like
your first and last name. Stationary radios located in headquarters buildings
are called base stations. They usually take the name of the location as the
first name and the FCC call letters for the last name. For example, the base
station at Muskegon State Park is named “Muskegon” and the assigned call
letters are “KJS-830.” An employee, a Summer Ranger for example, may be
assigned “Muskegon 14-08.” The work unit, or location, becomes the first
name and the call letters assigned by your supervisor are the last name.
It is easy to professionally communicate using two-way radios. Let’s assume
that a visitor arrives at the park headquarters and wants to know if any
campsites are available. The employee at the park headquarters calls a
Ranger who is in or near the campground to find the answer.
M ESSAGE
Muskegon Headquarters Muskegon 14-0 (oh) 8 from Muskegon.
Muskegon 14-08 Muskegon from 14-08 go ahead.
I’m at the Campground.
Muskegon Headquarters 14-08, any available campsites?
14-08 Negative.
Muskegon Headquarters Clear, KJS-830.
14-08 Muskegon 14-08 clear.
38
Notice this format used very few words to achieve the desired results. Very little
transmit time was used and the five basic elements were observed. Proper radio
names were used. The two employees established contact and let others know
that the radio frequency was about to be used. They used brief phrases to send
and receive messages to determine if campsites were available. They
relinquished the radio frequency by properly “signing off.”
Base stations must be signed “in service" at the beginning of the day and signed “out
of service" at the end of the day. For example, in the morning, "Lakeport is in
service, KQD 520” and, at the end of the day, "Lakeport is out of service, KQD 520.”
If the radio is not manned for a temporary period, you must sign out of service; i.e.
"Lakeport is out of service until 1 p.m." Don't forget to sign in when you return.
Also, remember to record all activity in the radio log.
B. RADIO CALL NUMBERS
Sub-offices, such as contact stations, are only open a few months per year. A
special number has been assigned to a station of this type for statewide use. This
number is WZN 662. Therefore, when a limited station is used, this call sign will
be used for sign-off. The number will normally be affixed to the radio or
microphone.
In the numbering system for facilities, each number represents a specific unit,
individual, or series of buildings and individuals.
The numbers in a series are always prefixed by the unit name. The series for
Parks and Recreation Division is 10 through 29.
The following table explains how radio call numbers are configured. In the
examples provided, Hayes State Park is used as the unit name.
CLASS OR RANK OF RADIO RANK
EMPLOYEE OR LOCATION PREFIX EXAMPLE OTHER EXAMPLES
Unit Manager 10 Hayes-10 N/A
Unit Supervisor 11 Hayes-11 N/A
Camp Office 12 Hayes-12, WZN662 Hayes 12-A or
Hayes 12-South (WZN662)
Booth (MVP) 13 Hayes-13 Similar to Camp Office above
Ranger/WSO 14 Hayes-14 A, 14B etc. Hayes-14-01, 14-02 etc.
Summer Ranger 15 Hayes-15-R Hayes-15-17
Summer Ranger 16 Hayes-16-G Hayes-16-05
Summer Ranger 17 Hayes-17-F Hayes-17-01
Janitor 18 Hayes-18-A Hayes-18-01
Interpreter 19 Hayes-19 Hayes-19-01
Const. Supervisor 20 Hayes-20 Hayes-20-15
Const. Employee 21 Hayes-21-D Hayes-21-01
Mechanic 22 Hayes-22 Hayes-22-01
39
C. RADIO CARE AND CAUTIONS:
1. Never leave a radio in an unsecured location where it may be easily stolen or
damaged.
2. Before you take a radio, check it to be sure it is working properly.
3. When you are finished with a portable radio, make sure it is being properly
charged.
4. When taking a radio-equipped vehicle through a car wash, remove the
external radio antenna so it will not be damaged.
5. Do not use a vehicle with a two-way radio to jump-start another vehicle.
D. OTHER RADIO DESIGNATIONS:
You may occasionally have to communicate with personnel from other DNR
Divisions and District Park and Recreation Supervisors. Your supervisor can
provide you with additional information regarding radio communications with these
parties as required.
E. PRIORITY M ESSAGES:
You may be asked to stop your radio traffic for priority messages. These include:
emergencies, campsite vacancy reports, fire/weather reports, and other general
messages. Before a priority message is aired, you will hear, "all stations and units
stand by for (message or announcement).” This means you must hold all of your
traffic until the frequency is clear.
F. RADIO ETIQUETTE AND TIPS
The proper etiquette for DNR radios requires:
1. Blunt Phrases: All radio messages must be brief, to the point of being blunt.
They must be thought out before you make the transmission. If in doubt,
write out the message before you transmit. Don't do your thinking on the
radio.
2. Abbreviations and Phonetic Alphabet: You should use abbreviations and the
phonetic alphabet whenever you can to transmit a radio message. You will
find a list by each radio.
3. Use Radio Names; Not Employee Names
4. Use Approved Abbreviations
a. ETA Estimated Time of Arrival
b. PM Park Manager
c. CO Conservation Officer
d. DPRS District Park and Recreation Supervisor
e. TX Telephone
f. NEGATIVE No
g. AFFIRMATIVE Yes
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5. DO NOT USE
a. The 10 code (10-4, etc.).
b. Roger-Wilco-Out.
c. Amenities such as Please and Thank You.
6. Please
a. Be courteous.
b. Be brief, but exact. Use call signs and abbreviations.
c. Don't joke, horseplay, or transmit your personal messages.
d. Don't try to make repairs.
e. Do not tell the public the radio frequency.
f. When you receive a radio call in a mobile or hand-held unit, it is helpful to
give your location.
g. When you speak into the microphone, use a normal tone of voice and
pronounce your words clearly.
h. Hold the microphone beside your mouth, about 3/4 inches away.
i. Be certain you key (turn on) the transmit switch before you commence
speaking and hold it on until you complete speaking.
j. Always check your radio in service as soon as you are available to
operate the radio. This is done by transmitting your radio designation
and saying "In Service" e.g. "Lakeport 11 in service.” When you are
going to be away from your radio, check out of service, e.g. "Lakeport 11
out of service, Pennington's Shell Station.”
k. It is always helpful to give the location when you check out. Wait 15 or
20 seconds before you leave the radio to make sure you are not wanted.
II. TELEPHONE
Use of the telephone requires your complete attention. Remember, the call may be the
only contact the caller ever has with the DNR.
Some points to remember are:
1. Identify the park or your location and yourself. For example, “Hello;
Muskegon State Park. Terry speaking; may I help you?” or “North
Campground, this is Terry, may I help you?”
2. Speak in normal tones with mild inflection.
3. Do not talk with a cigarette, pencil, or gum in your mouth.
4. Avoid speech crutches such as um, ya know, and ahuh, etc.
5. Take complete messages in writing if possible. When needed, have the
caller spell names, etc. Include date and time message is taken.
6. Do not promise something you have no control over, but offer to help.
41
7. LISTEN!
8. Take complete messages including date and time message is taken.
9. If information is requested that you do not know, write down the caller’s
name, question and phone number. Advise the caller that you will give it to
your supervisor.
10. Do not make any promises that you cannot guarantee!
11. Never give out information you are unsure of.
We can deliver emergency messages to visitors. When such a message is received,
find out the specific nature of the emergency. Remember to use tact and compassion
when delivering sensitive messages. It is better to have a person receive emergency
information directly from a family member or friend than from you as a messenger.
When you receive such a message, tell the caller you will have the person return their
call. If it is not serious, explain that you cannot promise to deliver the message. Explain
that you will try to deliver the message when time and workload permits.
If information is requested that you do not know, write down the caller’s name, question,
telephone number, etc. Repeat the complete message back to the caller to be sure it is
accurate. Tell the caller you will give it to your supervisor. DO NOT promise that the
supervisor will get in contact with the caller. Promise only what you can guarantee.
Never give out information that you are unsure of.
When dealing with irate or hostile callers, do not take it personally. Remain calm and
listen. If you maintain a pleasant, reassuring tone, many times a caller will calm down.
If you are unable to reach a solution with such an individual, refer the matter to your
supervisor.
With the exception of calls for emergency services, no long distance calls are to be
made without prior approval of your supervisor.
III. BULLETIN BOARDS
The bulletin board is a source of useful information. It is a valuable tool for
communication in the park. You can keep up-to-date with the latest news in the DNR, as
well as in the park, by reading the memos and newsletters posted there.
Take the time to read, initial, and date each posting, or acknowledge the procedure as
outlined by your supervisor.
IV. NOTEBOOKS AND INVOICES
You are supplied with notebooks and writing instruments. When you see something that
should be done and you haven't the time to do the job, jot it down. If you have a
question, jot it down. When you see one of your supervisors, get out your notebook and
present the items for action. Don't rely entirely on memory.
When you are purchasing materials, trust your notebook--not your memory--for getting
the correct items. The notebook is one of the most inexpensive yet important tools of
the job. Use it to its fullest capacity.
42
When instructed by your supervisor to purchase materials of any kind, be sure you
check over your invoice or pick-up slip. Make sure all entries are correct and that sales
tax has not been included. Sign your name as receiving employee. Write the purpose
for the purchases on the invoice. "Park Use" is totally unacceptable. Complete the
description with notes such as, "Tire repair, 12-927" or "Plumbing repairs, campground
toilet building." If just a part number is listed, write a brief description of the item.
You may not purchase items for park use without specific permission from your
supervisor. When purchasing materials or supplies for park use, there are specific
procedures that must be followed. Turn all invoices in to the park office immediately.
43
CHAPTER 3
VISITOR SERVICES
STATE PARK M OTOR VEHICLE PERMITS
The State Park Motor Vehicle Entry Permit (MVP) has been required since 1961for a vehicle to
enter a Michigan State Park or Recreation Area. Those permit fees help to pay for the
maintenance and operation of state park facilities and programs.
MVPs are pre-printed forms that attach to the inside passenger side of the front windshield.
Annual MVPs are sold at Parks & Recreation facilities, as well as DNR Operation Service
Centers. Daily MVPs are only sold at Parks & Recreation facilities.
I. VEHICLES REQUIRING PERMITS FOR ENTRY
A. Each motor vehicle entering a park or recreation area must have a valid motor
vehicle permit. The analogy of a license plate applies here. Just as each vehicle
must have a vehicle license to operate on state highways, each vehicle entering a
state park must have a State Park Motor Vehicle Permit (MVP).
As a general rule if a vehicle is licensed or titled by the Secretary of State or by
similar departments in other states, the vehicle is required to display an MVP to be
operated in a Michigan State Park. The only exception to this rule is snowmobiles.
The MVP does not guarantee that all facilities will be available. It allows for lawful
entry to the property, only if facilities are not full.
NOTE FOR T RAILERED VEHICLES: Cars, motorcycles, motor scooters, etc., are
sometimes trailered or carried into the park. When a combination of motor vehicles
enters the campground as described above, please refer to current park policy
regarding MVP requirements.
B. Exceptions to the MVP Act include emergency vehicles, vendors, service vehicles,
construction personnel, campground hosts and volunteers. Parks and Recreation
employees or concession employees are not required to have a permit to enter the
park for work. If they use the park for pleasure they must have a permit on their
vehicle.
C. Guests of employees or campground hosts who live in the park or recreation area
are not required to have MVPs, however guests of any employee who use the public
facilities for recreational purposes will be required to purchase an MVP.
D. Legislators: When an individual arrives and informs that he/she is a state legislator
inquire if you can be of assistance. (Do not challenge or ask for identification.) Sell
them a permit only upon the legislator’s request. Should a legislator enter the park,
inform your supervisor at once.
E. Both the annual and daily permits are valid in any state park or recreation area.
II. RESIDENT ANNUAL PERMITS ($24.00 EACH) – GENERAL INFORMATION
A resident annual permit will be sold to anyone entering a Michigan State Park in a
vehicle with a Michigan license plate. An annual permit will be exchanged if it is
defective, falling off the windshield, buckled due to heat or cold or affixed to a windshield
that had to be replaced. To receive a replacement permit the defective permit must be
44
turned in, even if it is in many pieces. The exchanged permit will be kept and turned in
at checkout so credit can be issued for it in place of cash.
An annual permit is valid for the calendar year in any Michigan State Park or Recreation
Area. There are special annual permits for resident senior citizens & residents in
possession of a Bridge Card. (details below).
State law requires that the Annual MVP be permanently affixed to the inside lower right
corner (passenger’s side) of the windshield.
Annual permits for motorcycles, scooters and other vehicles of this type may be affixed
anywhere on the vehicle provided they can be easily inspected. They may be wrapped
around the chrome handlebar, front fork or other visible areas. They must be
permanently affixed.
If the permit is taped on the windshield, encased in plastic, propped up on the windshield
or placed in such a way that it is not permanently affixed with its own glue, the vehicle
shall not be allowed into the park unless the permit is exchanged. Such permits should
be replaced at no charge. The new permit must be permanently affixed as described
above in the presence of a park employee.
III. SENIOR ANNUAL PERMIT ($6.00 EACH )
A special Annual MVP is available for persons 65 or older. The law does not require that
the owner of the vehicle be from Michigan. The law does require the vehicle’s owner be
65 years or older and that the vehicle be registered in Michigan and display a Michigan
license plate.
The requirements for buying these permits are:
1. The person purchasing the permit must have the vehicle present when obtaining
the permit.
2. The purchaser must show proof of the vehicle owner's eligible age by exhibiting a
valid driver's license or other legal document. (need not be from Michigan).
3. The purchaser must show the vehicle registration and the name on it must match
the name on the document used to show proof of age. The vehicle must be
registered in the State of Michigan.
The Michigan Motor Vehicle Code also recognizes as ownership a vehicle leased
to an individual (not a business or other entity) for a period of greater than 30 days.
Those persons 65 or older may qualify for a special annual permit. To qualify, they
must present:
a. A lease agreement exceeding 30 days in length showing the individual as the
lessee.
b. A Michigan vehicle registration. However, the leased vehicle will be
registered in the name of the leasing company.
4. The park employee selling the permit must verify that the permit is affixed to the
windshield at the time of purchase. Rangers are encouraged to offer to affix the
permit to the windshield as a goodwill gesture, but must allow the park user the
option of affixing the permit to their windshield themselves.
Once the valid permit is attached to the vehicle this vehicle will be admitted to all
State Parks and Recreation Areas regardless of the age of the operator.
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IV. BRIDGE CARD ANNUAL PERMIT ($18.00)
Amendments to Act 451 establish the fee for the owner of a resident motor vehicle who,
at the time of purchase, is in possession of a food stamp card and personal identification
at $18.00.
Front Back
The following guidelines are provided to ensure that only one permit per eligible vehicle
will be sold to each eligible person:
A. The person purchasing the permit must have the vehicle present when the
purchase is made. (The vehicle owner does not have to be the person purchasing
the permit.)
B. The purchaser must show proof of the vehicle owner's eligibility by exhibiting a
Michigan Bridge Card
Bridge Cards for authorized representatives will have the customer's name and
the authorized representative's name printed on it. The authorized
representative's name will be followed by the letters "ARFS" (standing for
Authorized Representative Food Stamps). Only the customer qualifies to
purchase the Bridge Card permit.
C. The purchaser must show the vehicle registration and the name on it must match
the name on the Michigan Bridge Card. The vehicle must be registered in the
State of Michigan.
The Michigan Motor Vehicle Code also recognizes as ownership a vehicle leased
to an individual (not a business or other entity) for a period of greater than 30 days.
Those persons in possession of a Michigan Bridge Card may qualify for a special
annual permit. To qualify, they must present:
1. A lease agreement exceeding 30 days in length showing the individual as the
lessee.
2. A Michigan vehicle registration. However, the leased vehicle will be registered
in the name of the leasing company.
D. The Unit employee selling the permit must:
1. Place the permit on the windshield, or
2. See that the purchaser does so at the time of purchase.
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E. The same procedure shall be applied for motorcycles, mini-bikes, etc.,
F. Once the valid permit is attached to the vehicle, its subsequent re-entry shall not
be challenged regardless the operator. For this reason, it is essential that the
above procedure be carried out in every case.
V. NON-RESIDENT ANNUAL PERMITS ($29.00 EACH)
A non-resident annual permit will be sold to anyone entering a Michigan State Park in a
vehicle with a license plate OTHER than Michigan. A non-resident annual permit will be
exchanged if it is defective, falling off the windshield, buckled due to heat or cold or
affixed to a windshield that had to be replaced. To receive a replacement permit the
defective permit must be turned in, even if it is in many pieces. The exchanged permit
will be kept and turned in at checkout so credit can be issued for it in place of cash.
A non-resident annual permit is valid for the calendar year in any Michigan State Park or
Recreation Area.
State law requires that the non-resident annual MVP be permanently affixed to the inside
lower right corner (passenger’s side) of the windshield.
Non-resident annual permits for motorcycles, scooters and other vehicles of this type
may be affixed anywhere on the vehicle where they can be easily inspected. They may
be wrapped around the chrome handlebar, front fork or other visible areas. They must
be permanently affixed.
If the permit is taped on the windshield, encased in plastic, propped up on the windshield
or placed in such a way that it is not permanently affixed with its own glue, the vehicle
shall not be allowed in the park unless it is exchanged. Such permits should be replaced
at no charge. The new permit must be permanently affixed as described above in the
presence of a park employee.
VI. RESIDENT DAILY PERMITS ($6.00 EACH) YELLOW IN COLOR
A resident daily permit will be sold to anyone entering a Michigan State Park in a vehicle
with a Michigan license plate. A resident daily permit is good for one day – the date of
issue only.
The resident daily permit must be affixed to the inside of the lower right corner
(passenger’s side) of the windshield. The resident daily permit may be carried on the
person riding a motorcycle, scooter or similar vehicle because of the inability to secure it
permanently. This permit is valid in all State Parks and Recreation Areas only for the
date placed on the face of the permit.
Campers who choose to purchase a resident daily permit will be sold only one permit for
each night that they camp. Example: A camper arrives on Friday (7-24) and registers to
camp Friday night. One daily MVP will be sold. It will be dated for Saturday (7-25). The
daily MVP will be honored anywhere in the park or recreation area where the camper is
registered on Friday. It will not be honored in any other park or recreation area on
Friday. It is important to explain to the camper that such next day resident daily MVPs
are not valid at other facilities for the current date. On Saturday (7-25) the resident daily
MVP will be honored in any park or recreation area all day. It does not expire at 1:00
p.m. as does the camping permit. One resident daily MVP will be sold for each
additional day the camper spends in the park or recreation area.
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VII. NON-RESIDENT DAILY PERMITS ($8.00 EACH) GREEN IN COLOR
A non-resident daily permit will be sold to anyone entering a Michigan State Park in a
vehicle with a license plate OTHER than Michigan. A non-resident daily permit is good
for one day – the date of issue only.
The non-resident daily permit must be affixed to the inside of the lower right corner
(passenger’s side) of the windshield. The resident daily permit may be carried on the
person riding a motorcycle, scooter or similar vehicle because of the inability to secure
them permanently. These permits are valid in all State Parks and Recreation Areas only
for the date placed on the face of the permit.
Campers who choose to purchase a non-resident daily permit will be sold only one
permit for each night that they camp. Example: A camper arrives on Friday (7-24) and
registers to camp Friday night. One non-resident daily MVP will be sold. It will be dated
for Saturday (7-25). The non-resident daily MVP will be honored anywhere in the park
or recreation area where the camper is registered on Friday. It will not be honored in
any other park or recreation area on Friday. It is important to explain to the camper that
such next day non-resident daily MVPs are not valid at other facilities for the current
date. On Saturday (7-25) the non-resident daily MVP will be honored in any park or
recreation area all day. It does not expire at 1:00 p.m. as does the camping permit. One
non-resident daily MVP will be sold for each additional day the camper spends in the
park or recreation area.
VIII. T OWED VEHICLE DUPLICATE PERMIT
$6.00 FOR THE DURATION OF EACH CAMPING STAY IVORY IN COLOR
A towed vehicle duplicate permit will be sold at the time of arrival only and will be valid
for the duration of the camping stay. Should the camping stay be extended, the camper
must surrender their towed vehicle permit so that it can be turned in as a void, and a
new towed vehicle permit marked for the new expiration date is given at no additional
cost to the customer.
IX. COMMERCIAL MOTOR COACH/VAN PERMITS ($15.00 EACH)
Commercial motor coaches (buses), or vans with a capacity of over 12 passengers must
purchase a daily commercial coach permit. Such vehicles do not qualify for other annual
or daily MVPs.
Vehicles leased or owned by public or non-profit agencies that transport people as a
public service require the usual daily MVPs (green or yellow in color). Examples of
entities in this category include municipalities, counties, schools, churches, scouting,
colleges and social services groups.
The daily commercial coach permit applies to a chartered or rented bus. The
commercial permit must be purchased for the vehicle.
Example: If a public school group enters the park or recreation area in a public school
bus, a standard MVP (not a commercial daily MVP) is required. If the school group
enters in a commercial motor coach a commercial daily MVP is required.
X. HARBOR & LOCKS FEES
Refer to Lock Attendees Manual and Dock Attendees Manual.
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XI. OFFICIAL BUSINESS PERMITS
Official business permits are issued to State Legislators, vendors, officials, and State
vehicles performing an official function in the park or recreation area. Employees should
allow vehicles with official business permits to enter.
Generally, Department vehicles, law enforcement cars, fire trucks, ambulances, service
vehicles (Detroit Edison, Consumers Power, etc.) or vendors (Pepsi-Cola, bakery) which
are identifiable by design or decal, will not be required to have a permit or an official
business permit when on official business in the park or recreation area.
When an unmarked vehicle used for official business enters the park or recreation area
without an MVP, the vehicle should have an official business permit. Direct the
individual to the park headquarters to obtain an official business permit for the duration
of his/her business in the park or recreation area.
XII. PARK AND RECREATION SELF-REGISTRATION PERMIT SYSTEM
The Self-Registration Envelope System was developed to allow users the opportunity to
obtain required permits even when staff is not available. This system does not apply to
boating access sites located outside of state park and recreation areas.
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If users have not taken advantage of the opportunity to obtain a permit through the self-
registration system they may be issued a Violation Notice. This notice can be voided by
purchasing an MVP.
PR 3025
Upon entering a facility where the self-registration system is in use, the employee should
first go to the self-registration stations. All envelopes should be removed from the
deposit boxes and pipes. Without opening the envelopes the employee should look into
the envelope inspection hole to verify that the envelope does contain money. Without
payment the envelope is not valid.
The employee should then patrol the facility and check for vehicles without valid permits.
If an unattended vehicle and/or camp is found that is not displaying a “valid permit” or
valid self-registration receipt, a Self-Registration Envelope (PR 3030-1) should be left at
a highly visible location on the vehicle or camp.
Violation Notices (PR-3025) should not be issued in a day use unit unless a self
registration station is available at the unit or unless an employee will be obviously
available in the unit to redeem the notices for a period after they are written.
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XIII. REPORTING FUNDS RECEIVED IN SELF-REGISTRATION ENVELOPES
Envelopes should be opened with at least two people present so that the contents of the
envelopes can be verified. If payment has been received for an annual motor vehicle
permit, the envelope should be returned to the headquarters, as soon as possible, so
that an annual permit can be mailed to the party in a timely manner. Daily MVPs and
camper permits should be attached to the self-registration envelope and filed for audit.
XIV. MOTOR VEHICLE PERMIT OR OTHER COST ITEMS, ASSIGNMENT CODES (SEE SAMPLE)
The number of permits assigned, their values and corresponding codes are recorded on
the “Ranger” receipt (Form R3160). Under TYPE CODE use “MA” for resident annual;
“NRA” for non-resident annual; “MS” for senior annual; “MD” for resident daily; “NRD” for
non-resident daily; “MC” for commercial; “MBA” for bridge pass and “MTV” for a towed
vehicle duplicate pass.
XV. VIOLATION NOTICES
The Violation Notice should never be issued unless the name of the park or recreation
area is placed on the notice. Failure to place that information on the notice often results
in the payment being returned to the wrong DNR office.
If users fail to obtain a permit through the self-registration process, Violation Notice (PR-3025)
should be written and placed on the vehicle or camping unit. (Distribution- Retain Original;
Copy on vehicle/camping unit of violating party.)
The use of Violation Notices is not meant to be in lieu of the direct sale of permits to
visitors by employees, or providing the opportunity for users to use the self-registration
system. Violation Notices or Appearance Tickets should be issued only after the above
methods have failed to gain compliance from a visitor.
Employees who issue Violation Notices should also carry a small supply of vehicle and
camp permits. Whenever an employee comes in contact with a user, permits should
always be sold rather than issuing a Violation Notice.
XVI. REDEEMING VIOLATION NOTICES
When daily MVPs or camping permits are issued as a result of receiving a Violation
Notice, the date or dates which appear on the Violation Notice should be entered on the
permits, not the current date. A person may void the Violation Notice by doing any one
of the following:
A. Placing the Notice, along with payment, into a Self-Registration Envelope and
inserting it into the depository at a self-registration station.
B. Presenting the Notice at a public contact station at the park or recreation area, or
mailing it to the facility headquarters with the appropriate payment. Violation is to be
canceled and an annual MVP is to be given or mailed to the party. Daily MVPs and
camper permits should be attached to the Violation Notice and filed for audit.
C. If the Notice, with payment, is presented or mailed to a different park or recreation
area than the one where the Violation Notice was issued, it is to be accepted.
Annual MVPs are to be sent to the party. Daily MVPs and camper permits should be
attached to the Violation Notice and filed for audit. The type of permit issued and the
serial number of the permit must be written on the Violation Notice. The Violation
Notice is to be PROMPTLY returned to the park or recreation area that issued the
notice.
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BOATING ACCESS SITE MOTOR VEHICLE PERMITS
Boating Access Sites (BAS) which are located outside of state parks and recreation areas have
separate funding sources. They are maintained through special taxes such as the marine fuel
tax and boat registration fees. In order to help defray the cost of maintaining and operating
these sites, the BAS permit was established. A visitor must purchase a BAS permit only when
an employee is on-site selling permits. When these sites are not staffed, no fee is required.
This is in contrast to state parks and recreation areas which require permits at all times.
There are two types of permits: the annual and the daily. The annual is for the calendar year,
the daily is for the day only. There are no senior annual permits. BAS permits are not valid in
state park or recreation facilities; neither are State Park permits valid in BAS facilities. Visitors
sometimes become confused and upset when they do not understand that we administer two
types of fee systems. Be patient and explain why we have two types of permits.
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You should explain that BAS permits and State Park permits were both approved by the Legislature.
Also, we have explored the possibility of combining the permits, but have not found a method of
doing so that would not result in the loss of revenue for the two programs. Both programs badly
need all the revenue they can raise to provide the type of facilities and service desired by the public.
Most user-fee sites have attendants on duty only during summer weekends and holidays, but a
few are staffed daily, all summer long. At some Great Lakes sites, a user fee may be charged
during autumn, because of salmon fishing, or winter, because of ice fishing.
RANGER RECEIPT FORM USE
The Ranger Receipt form (R3160) is used to keep track of change funds, MVPs, BAS permits,
and revenues generated from MVP, CRS and other types of sales.
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There are five sections to Ranger Receipt R-3160.
SECTION 1 deals with change funds. This money you will be assigned to make change for the sale of
motor vehicle permits, camper permits, BAS PERMITS or other items.
SECTION 2 concerns the assignment of motor vehicle, BAS and ORV permits.
SECTION 3 concerns the assignment of facility rental and non CRS camp permits.
SECTION 4 concerns the collection of concession sales and other cash.
SECTION 5 is the remittance of funds.
SECTION 1 - CHANGE FUND
The change fund is money advanced to the employee for the EXCLUSIVE use of
making change to the public in the sale of motor vehicle and camper permits.
When money is assigned, it is recorded on the Ranger Receipt. Change funds
and other State money cannot be used for personal use.
The amount assigned is recorded. The signature of the employee receiving the
money is entered, as well as the date the money was assigned. This change
fund will be verified each time the employee is checked out, and will be turned-in
when no longer needed, usually at the time of layoff or change in assignment.
RANGER RECEIPT (R3160) – GENERAL INFORMATION
The Ranger Receipt has two parts: an original (yellow) and a duplicate (blue)
copy. The original (yellow) of the receipt is given to the employee when the
change fund or permits are issued. The duplicate (blue) copy is kept secure in
the facility office.
When the employee checks out, the employee also returns the original (yellow)
receipt. After the original (yellow) and duplicate (blue) copies are filled out, the
employee receives the duplicate (blue) copy.
After you have finished checking out, you should have only your change fund left.
If you have over (+) or under (-) the original amount assigned, you have made an
error. Re-check your figures and, if they are still the same, you must file a Report
of Overage or Shortage (R1020). Obtain this form from the person who is
assisting with your check-out. Repeated errors may result in discharge.
SECTION 2 - MOTOR VEHICLE PERMIT, OR OTHER COST ITEMS, ASSIGNMENT
The number of permits assigned and their value. Under TYPECODE use “MA”
for annual, “MD” for daily, “MS” for senior, “MC” for commercial daily, “MBA” for
bridge card, “MTV” for duplicate towed permit and “NRD” for non-resident daily.
Assigned Value Total: Total value of the permits assigned to you. Be sure YOU
count the permits. YOU are responsible.
SECTION 3 - MOTOR VEHICLE PERMITS, OR OTHER COST ITEMS, RETURNED AT CHECK-OUT
The number and value of unused, void, and sold permits are entered in this
section, as well as the total dollar value of the permits sold. Your change fund
will also be verified.
The revenues from the sale of MVPs are used to buy land, make park
improvements, and operate the facilities, so it is very important that we collect all
possible revenues by proper enforcement of the law.
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SECTION 4 - MONEY AND PERMIT HANDLING
You are personally responsible for all permits and/or money assigned to you.
Take your time when handling money and permits. You will be tempted to hurry
when lines of visitors begin to form, but DON’T. Mistakes happen when you try
to rush your work. Concentrate on only one customer at a time. Work as quickly
as efficiency will allow, then move on to the next person. You may be
bombarded by the telephone ringing and the radio squawking and people asking
questions. Don’t get flustered.
To eliminate crowds in the campground office at 8:00 a.m., ask the campers to
come in only in numbers that can be appropriately handled at one time.
Don’t give the customer the permit until they have paid you. Also, do not accept
money until you have written the permit. Many customers will try to give you their
money before you have finished writing their permits, but don’t take it. If you can
get into the habit of exchanging the permit for the money on each sale, you will
never wonder if the customer has paid or not.
Keep the customer’s money separate until you have completed the transaction
so you know you have given the correct change.
Accept traveler’s checks and personal checks made out to the “State of
Michigan.” Make sure the camper endorses it in front of you and provides
identification. Initial the back of the check. (See Check Cashing Policy.)
When paid in Canadian money, try to make change in that currency if you have
some on hand. Your supervisor will provide you up-to-date information on the
exchange rate for Canadian money. Keep loose change to a minimum.
When time and circumstances allow, straighten and bundle your money. This
will cut down on errors and speed check-out.
You should not allow large sums of money to accumulate in your cash box
whether on or off duty. Ask your supervisor for current amounts according to
policy.
SECTION 5 - PARK AND RECREATION CAMPER VEHICLE PASSES
At some times of the year or at certain campground locations, the park
supervisor/manager may feel it necessary to identify camper vehicles from those
of visitors in the campground. If this identification is desired, the unit will utilize
the Park Camper Vehicle Pass” (PR3069-1). The pass should be applied to the
upper right corner of the windshield or on the back of the inside rearview mirror.
A motorcyclist may place the pass on the back of the mirror or in his/her wallet.
The pass should never be placed upon the painted surfaces of a vehicle.
Write the following information in black permanent ink on each pass:
1. The expiration date.
2. The license number of the registered vehicle. Issue a pass to each
vehicle registered on a lot.
3. The campsite number.
4. Where needed, the park or recreation area identification number may be
added to the camper pass. This will identify that this particular vehicle is
camped in your campground. The decision to use the park or recreation
area identification number will be made by the supervisor.
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PRIORITY SLIPS
When the campground is full, some facilities issue priority slips. Check with a supervisor. If
your location uses them, he/she will advise you on the procedure.
OVERAGES AND SHORTAGES
Report all discrepancies to your supervisor immediately. Failure to report an overage or
shortage is cause for dismissal!
Complete a “Report of Overage or Shortage” form whenever you are over or short. The
discrepancy must either be in the MVP account, or the camping account –never the change
fund.
Give a complete explanation of what happened.
There are blank lines after “PMVP” and “CAMPING” on the form. An account number is
assigned to the location for the blank after “PMVP“. This number can be obtained from the
person checking you out. The blank after “CAMPING” is for the “park code” number, as is also
used on the camp permit.
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LOST AND FOUND
All property found is to be turned in and cataloged at the unit office. Record the name of the
finder and where found on the Lost and Found Log. The property is returned to the rightful
owner upon proper identification and the transaction is recorded on the form. The name,
address, and telephone number of the claimant are to be recorded for audit purposes.
Lost and found property is not to be retained by an employee for any reason.
BEACH CONTROL
I. BEACH EQUIPMENT AND EMERGENCY PLAN
It is the duty of Parks and Recreation staff to keep all available lifesaving
equipment in top operating condition. A well-supplied first-aid kit is a necessity in
dealing with emergencies that may arise. Complete accident reports are to be
filled out and filed for each incident according to directions you receive from your
supervisor.
Adequate signing is placed in strategic locations, including the entrance to the unit,
stating “No Beach Guard.” Report any missing or damaged signs, missing
Emergency Plan, and missing or damaged emergency equipment to your
supervisor immediately.
A written and posted Emergency Plan is established for each beach area. It
includes directions for employees and the public to follow in case of an emergency
situation and should include the listing of emergency services telephone numbers.
Emergency equipment, such as lifeboats with oars, ring buoys, first-aid equipment,
etc., must be kept in good condition and available at the beach area. Boats should
be painted white, identified as a lifeboat with a red cross on it, and the unit name.
Equipment, and the beach emergency sign, should be checked daily. Become
familiar with the emergency plan.
II. BEACH CONTROL AND RULES
A Division administrated beach is usually a sizable area to be controlled by one or
two employees, or even more on a busy day. Employees should stagger their
lunch breaks, whenever possible, to increase coverage.
Park and Recreation rules pertaining to the beach area should be strictly
enforced. Park and Recreation rules prohibit dogs, as well as all other
animals, and glass containers from beach areas. However, dog droppings and
broken glass continue to be a constant problem. Picnic tables and fires should not
be allowed on the beach.
Employees on the beach are the principal, and often the only sources of authority
for several thousand people on a busy day. It is always possible that a dangerous
situation can develop on the beach. Good judgment must be used at all times.
Occasionally, lost children may be brought to the employee. If no PA system is
available, it is often helpful to walk around the beach with the child to give the
parents a chance to spot the youngster. Call for assistance.
All Great Lakes designated swimming beaches use a flag warning system. RED -
Danger, YELLOW - Be very careful and extra cautious, GREEN - Swim with
caution. Know and understand the standards for posting each of these flags.
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Geese and seagulls are becoming more and more of a nuisance on many
beaches. The number of such birds has reached the point on some beaches
where the amount of “bird droppings” has actually created a health hazard to the
point where some beaches have been closed by the Department of Public Health.
Such birds should be discouraged from congregating in beach areas. Visitors
should be discouraged from feeding them. You should consult with the supervisor
if you observe a buildup of birds and/or droppings in a beach area.
MICHIGAN CIVILIAN CONSERVATION CORPS PROGRAM
The Michigan Civilian Conservation Corps (MCCC) was established with the dual
purpose of accomplishing natural resources work and providing 18-25 year old
employees with work and training experience to help them enter the work force. The
program is based on the original depression era Civilian Conservation Corps and is part
of Parks and Recreation Division. All Corps members, crew leaders, and permanent
staff are Parks and Recreation Division employees.
Most Corps members travel to the various units to complete projects. These projects
have been submitted by the Unit Supervisor/Manager and are usually those that the
regular unit staff does not have the time or the resources to complete.
The MCCC program is also part of the Federal Americorps. This partnership updates
the vision of MCCC to view the work accomplished by Corps members as service to the
citizens of Michigan. Corps members who fulfill MCCC and AmeriCorps requirements
are eligible for AmeriCorps Education Awards.
INTERPRETATION/OUTDOOR EXPLORER
Interpreters are located at ten state parks and recreation areas around the state. Their
goal is to make visitors more aware of park resources, the larger environment of which
facilities is a component, and of the human-related problems facing the environment,
both within and outside of the park. Full enjoyment and appreciation of lands
administered by Parks and Recreation Division hinges on visitors understanding natural
and cultural resources. This understanding and subsequent appreciation translat es into
protection and support for our state parks and recreation areas.
To accomplish this educational endeavor, Interpreters lead field trips, present talks, use
displays and exhibits, or other imaginative methods to deliver their message. From
black bear hikes in the Porcupine Mountains, to multi-image slide programs at
Hoffmaster State Park, visitors are exposed, under the leadership of the Park Interpreter,
to the special wonders of our facilities. Many of the Park Interpreters also offer outdoor-
education experiences to hundreds of school children and special groups throughout the
year. These programs, typically more focused and structured, lead groups through a
prepared teaching plan that lends itself to the Michigan Essential Goals and Objectives
for Science Education.
A complementary component of the Interpretive Program in Michigan’s state parks and
recreation areas is the Outdoor Explorer Program. In 40 facilities scattered throughout
the state, Outdoor Explorer’s lead various entertaining and educational activities for
visitors.
Various bulletin boards, displays, hiking trail maps, etc., are also a form of interpretation.
Be alert for bulletin boards or displays that need cleaning or repair. Make sure you have
park maps, hiking trail maps, and related material available for distribution.
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You should become aware of interpretive activities at your work unit. If you work at one
of the facilities that have an Interpreter or Outdoor Explorer, become familiar with the
programs and activities.
We all need to be a part of the effort to professionally provide visitors information about
our facilities and be ready to provide assistance whenever we can.
STEWARDSHIP PROGRAM
Employees within Parks and Recreation Division perform numerous and diverse job
duties. As a Summer Ranger, you represent the group of employees who carry out the
widest range of responsibilities. However, within this diverse group of more than 2,500
employees, there is one important, universal job function that all of us, rangers,
supervisors, managers, and Lansing staff, share….protection, or stewardship of our
resources.
The mission of the Division…..to acquire, protect, and preserve the natural, historic, and
cultural features of Michigan.....compel us to be stewards of the land in our trust. The
natural and man-made treasures that led to the establishment of each of our parks,
recreation areas, and boating sites deserve our utmost attention. Resource protection
and preservation are inherent responsibilities within your job function, whether your
duties involve law enforcement, maintenance, or campground supervision. Being a
good steward means being a good caretaker and concerned employee. It may involve
picking up a piece of litter, keeping mountain bikes on designated trails, eradicating a
non-native plant from a sand dune, or simply planting a tree. The stewardship of our all
these areas is the shared responsibility of all Parks and Recreation Division employees.
Every state park, recreation area, and boating site has a unique combination of natural
and cultural features found nowhere else in the state. These special resources can only
be protected and maintained if all employees are aware of them and the threats they
face. Summer Rangers should familiarize themselves with the resource issues and
needs of their specific location. Stewardship roles are resource based. It is important
that each of you understand what must be done to prevent the damage and destruction
of natural and cultural resources at your specific facilities.
Here are a few examples of what we mean by stewardship:
Wilderness State Park - Keeping dogs off the beach and on the required six foot
leash will prevent the disturbance or possible injury of nesting piping plovers; a
Federally endangered species.
Planting of native plants for landscaping will reduce the chance that non-native
plants will invade the park or recreation area, in addition to presenting a
professional, environmentally-mentally astute image.
Fort Wilkins State Park - Keeping metal detectors out of sensitive areas will
preserve the cultural integrity of the area.
Stewardship, or protection and preservation of our state parks,
recreation area, and boating sites’ natural and cultural resources,
are the shared responsibility of all Division employees.
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VOLUNTEER PROGRAMS
The Parks and Recreation Division welcome and appreciate the involvement of
volunteers.
The Volunteer Program’s mission is to encourage, provide, and support the opportunity
for groups and individuals to contribute services and resources to the Parks and
Recreation Division of the Michigan Department of Natural Resources. This activity
establishes a meaningful community relationship.
There are several types of volunteers:
General Activities and Programs
These may include youth group projects, such as Boy Scouts planting trees.
Many times it could be individuals picking up litter or helping with trail
maintenance or some other activity.
Adopt-A-Park Program
Similar to Adopt-A-Highway. Organizations can adopt a project or a
park/recreation area and provide volunteer services. This is a 400-hour
agreement that extends for two years.
Special Volunteer Days
Sometimes volunteers participate in a special project like cleaning the beach, or
cleaning a river or stream.
Campground Host Program
Campground Hosts stay in campgrounds as campers. They help other campers
with answers to their questions. Some hosts will create special events for
campers to enjoy.
Most employees will probably become more involved with the Campground Host
Program, since the hosts live in our campgrounds for a four-week minimum stay
and interact with staff and campers on a daily basis. Campground Hosts are
among the strongest supporters of the Michigan State Park system that you will
ever find. They also usually have decades of camping experience. Campground
Hosts are expected to assume three primary roles:
Be model campers and abide by all policies, procedures, and rules.
As extended staff members, receive the appropriate training and be part of the
information network of staff.
Provide programs and services to campers/visitors and assistance to staff.
The goal is to place at least one Host in every state park or recreation area with
campgrounds. We hope that when visitors ask you how they, too, can become
Campground Hosts, you will give them the following information:
Minimum Requirements:
Must be at least 18 years old.
Must serve a minimum period of four (4) consecutive weeks.
Must provide services five (5) days of the week (at least 30 hours),
including weekends and holidays.
Applications will be accepted from individuals and a team; i.e., sisters,
husband and wife, friends.
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Selection:
Applications are available at all site offices, or by calling the Volunteer
Program Manager in the Division Office at 517-373-8232. Completed
applications should be returned directly to the location(s) of their choice.
Host Campers and Volunteers are prohibited from performing any of the following:
Law enforcement duties.
Handling of monies.
Driving state-owned cars or trucks.
If a visitor asks you how they can help, please tell them about our Volunteer Programs.
INMATE WORK CREWS
Some facilities utilize a resident labor crew on a full or part-time basis. The Michigan
Department of Corrections or Department of Human Services supply food, lodging, and
supervision for the residents. The residents are paid a minimal amount for their
services.
The objectives of the program are to provide an economical source of labor for public
service projects while instilling good work habits in a healthy out-of-door locale for the
residents.
While the program has been surprisingly free of incidents, there are restrictions on our
activities where these crews are involved. The most important are as follows:
1. Never leave keys in an unattended vehicle.
2. Do not deliver mail or messages to or from crew members.
3. Maintain a civil relationship, but do not instigate conversations or
become overly friendly with the crew.
4. Never do favors for or accept gifts or gratuities from crew members.
5. Do not give crew members anything, including park/recreation area
maps.
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CHAPTER FOUR
MAINTENANCE AND REPAIRS, TOOLS AND EQUIPMENT
TOILET BUILDING M AINTENANCE
The cleanliness of our toilet buildings is crucial to the impression we make upon the visitors to
state parks, recreation areas and boating facilities.
A "Minimum Sanitary Cleaning Standard" guide set up by the Parks and Recreation Division
Office states that all state park, recreation area and boating site toilet buildings shall be cleaned
at a level equal to, or better than, the Minimum Sanitary Standards. A copy of the standards is
found in the Field Manual and in the pipe alley of each toilet building. During the operating
season, all toilet buildings will be given a minimum of one cleaning daily, and more if needed.
1. Wear safety equipment for protection against chemical splashes and germs.
2. Upon entering a building, check for unsanitary conditions, plugged toilets, lavatory
drains and floor drains. Check the operation of flush toilets and urinals and make the
necessary adjustments prior to cleaning the building. Report any unsafe conditions
to your supervisor.
3. Check equipment: Check faucets for leaks, light fixtures, door locks, partitions, and
hardware. Repair if you are authorized; otherwise, report conditions to a supervisor.
4. Empty waste baskets and sanitary containers each time you clean the building. Be
alert for broken glass, insulin needles, etc., to prevent injuring yourself. For this
reason, never reach in a trash receptacle to remove items.
5. Interior surfaces are a top-to-bottom procedure. Clean ceilings and corners,
removing spider webs and insect residue. Clean walls, window sills, ledges and
shelves. The last step is to sweep floors. Use short strokes and clean your broom
often.
6. Clean mirrors and windows.
7. Clean bowls, pipes, and faucets. Use good quality cleaning agent. Apply cleaner on
damp cloth or sponge, rub bowl or fixtures, and rinse with water. Never clean with
toilet bowl cleaner except toilets. They contain acids that will harm other finishes.
8. Clean and disinfect toilet bowl and seat. Use detergent, germicide, toilet bowl brush,
sponge, and pail. Clean outside surfaces of the toilet bowl and seat with sponge
dampened with detergent-germicide. CAUTION: Do not mix any cleaning products,
especially chlorine products with bowl cleaners containing acids or with ammonia.
This mixture will create fatal fumes. Use all cleaning agents according to directions.
9. Wash dirty walls and partitions. Use a pail and a sponge or cloth. Use detergent to
spot-wash lavatory, doors, partitions, and walls. Pay particular attention to urinal
partitions, including the bottom edges. Change water often.
10. Scrub floors. Use detergent-germicide liquid or powder. Mop with solution in water.
Use bucket with wringer to pick up excess water. Make sure floors are left as dry as
possible. Change water often.
11. Clean floor drain baskets at least weekly. Clean shower drains more often during
heavy use periods to prevent plugging by soap, hair, and sand.
12. Sweep all walks and pick up any litter around the buildings.
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13. Check the operation of the water heater. Report any malfunction to the supervisor
immediately.
14. Spray the interior of the building for insect control when necessary.
15. Check all cleaning supplies. Replace toilet tissue and paper towels. Check extra
supply of paper and re-stock. Check all cleaning equipment and supplies (push
brooms, parlor brooms, dustpans, pails, sponges, cloths, detergents) and make note
of what is needed. Inform your supervisor.
16. Clean vault toilets daily. Put deodorizer in vault at least weekly or more often if
needed.
17. Remove cobwebs daily, inside and on the outside of buildings.
GROUNDS MAINTENANCE
The appearance of our grounds provides the visitor with an immediate impression. We
must be alert and respond to anything which degrades that appearance.
Signs and lot marker posts serve an important function. Crooked posts and vandalized
signs are an eyesore and reflect a lack of attention to details. If you see a crooked post,
straighten it up. Make repairs on damaged signs or report them to your supervisor.
Grass mowing is the main item involved with lawn care. Safety is an important factor in
mowing. Sticks, stones, and other debris must be removed from the area rather than
take a chance on throwing an object with a rotary blade. Do not mow too close to trees,
buildings, or other objects. No job is complete without some hand trimming. On
campsites, move electrical cords prior to mowing.
Keep constant watch for hazardous trees or limbs that might constitute a danger to the
public. Report such hazards immediately.
Litter pickup and disposal are one of the facility’s most important tasks. Keep areas
around dumpsters and day use areas free from litter.
Picnic tables require regular checks for loose nuts and bolts. Tighten them when
necessary. Broken or damaged tables should be removed from service for repair.
Picnic stoves require frequent removal of ashes. Broken stoves should be removed for
repairs. When removing ashes from campground fire circles, do not dig a deep hole in
the center of the pit. This presents a serious hazard to people walking, especially at
night. Never dig a campground fire pit deeper than four (4) inches.
Regular safety checks of playground equipment are needed. Repair or replace loose or
worn parts if possible. Report such items to your supervisor if immediate repairs are not
possible.
As you make your daily rounds through the facility, be alert for water main leaks and
sewage system malfunctions to see if they are in proper working order. Soggy spots in
lawn areas which are usually dry, or foul odors near sewage facilities, should be
reported immediately to your supervisor.
T OOLS, EQUIPMENT, MACHINERY AND VEHICLES
This is a guide for the safe use of tools, equipment, machinery and vehicles. All of the
ideas explained here may not necessarily be used in your park, recreation area or
boating facility. Be sure you understand the procedures outlined for your facility.
Basically, procedures limit the operation of mechanized equipment to those employees
designated by the Unit Supervisor/Manager.
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Whether a simple wrench or a complex motorized tractor, a tool is no more than an
extension of the minds and hands of people. Equipment and tools are designed with
specific capacities--limits that cannot be exceeded. You must not operate vehicles or
other power equipment unless you have the experience and approval to do so.
To achieve maximum benefits, keep tools and equipment clean and in a state of good
repair. If you are assigned to operate a piece of machinery, it is your responsibility to
see that everything is running properly. This includes seeing that routine servicing is
done such as cleaning and lubricating, looking and listening for signs of malfunction, and
watching gauges and indicators for abnormal readings.
When something is wrong, take the time to locate and correct the trouble immediately.
Report the problem to your supervisor if it cannot be resolved. Do not operate
equipment if its malfunction could endanger you, the equipment, or others in the area.
Alert others to this fact by tagging the item with a cardboard tag in a conspicuous place
(over the ignition key on the keyboard if the equipment has a key). On the tag include
the nature of the problem, date, time, and your initials. Once a piece of equipment has
been tagged, UNDER NO CIRCUMSTANCES SHOULD IT BE OPERATED until repairs
have been completed and inspected.
III. MAINTENANCE
Many persons operate vehicles, machinery, and equipment. Because each piece of
equipment must last a long time, it requires continual maintenance. This is NOT
someone else's responsibility; it is yours!
A weekly and daily inspection program has been established to ensure routine minimum
maintenance. Your supervisor will explain weekly inspections. You should perform daily
inspections as a matter of routine.
T RUCKS AND AUTOMOBILES (DAILY)
Check fuel supply, crankcase oil level, and coolant.
Remove all tools and litter.
Visual "walk around" check to look for loose trim or attachments, accident damage, tire
inflation, etc.
Record mileage driven on log sheet.
Leave vehicle clean. Report any problems to your supervisor.
T RACTORS (DAILY)
Check fuel level and crankcase oil level.
Visual check of entire tractor for loose attachments, etc., tire pressure and condition.
Clean at the end of the day.
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MOWERS (DAILY)
Check fuel level and crankcase oil level.
Inspect major belts.
Inspect blades for sharpness.
Clean air breather and external debris from radiator.
Lubricate where necessary.
Visual check for loose bolts, tire damage, etc.
Clean at the end of the day. Notify your supervisor of any problems.
Mechanized equipment and small hand tools should be cleaned and returned to their
proper storage place when you are finished working with them. Saws, wrenches, and
power-operated tools are to be cleaned and promptly returned after use. After using a
piece of equipment, clean it. Equipment ignition keys must be returned to the proper
place.
GASOLINE AND OIL
Under NO circumstances is gasoline to be used as a cleaning agent. Use mineral
spirits, cleaning solvent, fuel oil, or another accepted and approved cleaning agent.
Supervisory personnel will explain the difference between servicing DNR, Parks and
Recreation Division-owned vehicles, and Motor Transport Division-owned vehicles.
Check the oil each time you fill a truck or tractor with gasoline. Add oil only if the
dipstick indicates "Add.”
IV. GENERAL
When operating any equipment, be constantly observant for unusual sounds, visible
malfunctions, or potential maintenance problems. Observe gauges and warning lights
that may indicate a malfunction. Whenever you suspect that something is wrong, stop
and determine the problem. Make necessary repairs. Never continue operation of any
equipment that could cause further damage or create a hazard for you, other employees,
or the public.
Fill up the fuel tank completely whenever you add fuel. Be sure to check the oil
whenever you fill up a fuel tank.
Used cleaning solvents and used motor oil should always be placed in waste containers
designated for such products. Never dump used oils or solvents on the ground or down
a drain for disposal. There are proper procedures for disposal of these materials.
Make an inspection before departing on any long trip. Be sure to have a road map,
accident forms, and a credit card.
The employee who puts a vehicle away at the end of the day is to fill out the mileage log
sheet. If the log for a particular piece of equipment is not being properly completed, it
should be brought to the attention of your supervisor. Vehicles and equipment should be
put away clean and ready for use by the next operator.
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APPENDIX
67
*** DNR POLICIES & PROCEDURES ***
22.00-01 - DISCRIMINATION & ACCESSIBILITY IN THE DNR - POLICY, REQUIREMENTS AND DEFINITIONS
(Revised: 03/27/2006)
Supersedes
DNR Policy/Procedure 22.00-01 - Discrimination & Accessibility in the DNR - Policy,
Requirements and Definitions dated 09/27/2004
DNR Policies/Procedures
o 22.00-01 - Discrimination & Accessibility in the DNR - Policy, Requirements and
Definitions dated 09/27/2004
o 21.21.08 - Anti-Harassment Policy (dated 04/26/2004)
o 21.21.19 - Discrimination (dated 09/24/2004)
o 21.21.65 - Sexual Harassment (dated 04/26/2004)
Personnel Manual #08.01, Discrimination, dated 01-22-2002
Personnel Manual #08.02, Discrimination for Members of the Public dated 02-22-2002
Personnel Manual #08.03, Sexual Harassment, dated 12-01-1999
DNR Administrative Procedure 16.05-02 - Public Accessibility Complaints
DNR Administrative Procedure 16.05-03 - Telephone Service for Those Who are Deaf or Have
a Hearing Impairment
DNR Department Procedure 6122.2 - Affirmative Action (May 18, 1983)
Director's Letter No. 18, dated July 5, 1978
Policy
GENERAL DNR NON DISCRIMINATION POLICY:
Both State and Federal laws prohibit discrimination. The Michigan Department of Natural Resources (DNR)
provides equal opportunity for employment and universal access to all of Michigan’s natural resource programs
and recreational opportunities. DNR does not discriminate on the basis of race, color, national origin, religion,
disability, age, sex, height, weight, marital status, sexual orientation, genetic information or partisan
consideration.
PROHIBITED EMPLOYMENT DISCRIMINATION:
The Michigan Department of Natural Resources (DNR) shall not deny an opportunity for employment,
promotion, retention, or any other employment-related practice to anyone for discriminatory reasons based on
the following factors:
a. Race b. Religion c. Color d. Sex
e. National Origin f. Age g. Height h. Weight
i. Pregnancy j. Marital Status k. Disability l. Genetic Information
m. Partisan Considerations n. Sexual Orientation
The DNR prohibits discrimination and discriminatory harassment based on the above factors of and by its
employees in any form and prescribes procedures by which allegations may be filed, investigated and
adjudicated. Sexual harassment is a form of discriminatory harassment.
The DNR wishes to maintain a positive work environment for all its employees. Therefore, any inappropriate
behavior/harassment which adversely impacts DNR employees’ work environment or work performance, is
also prohibited. Supervisory personnel are responsible for monitoring such activity, to ensure a work
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environment that is free from discrimination, discriminatory harassment, sexual harassment, and inappropriate
behavior/harassment.
Illegal harassment or any harassment that impacts an employee’s ability to perform the requirements of the
employee’s job to the best of the employee’s abilities is prohibited. This includes workplace issues, such as
inappropriate behavior/harassment which may negatively impact an employee’s work environment or work
performance.
This policy prescribes procedures under which allegations of discrimination, including discriminatory
harassment and practices, and sexual harassment, may be filed, investigated and adjudicated. The
Department will make full use of the procedures contained in this policy and all policies and procedures
adopted by the Michigan Civil Service Commission which are intended to ensure equal employment
opportunities for all people to prevent discriminatory practices in the Department and to enhance employment
opportunity.
All employees have an ethical, professional, and legal obligation to refrain from such conduct. Violations of this
policy will be a basis for disciplinary action up to and including discharge.
RESPONSIBITIES
The DNR prohibits illegal Discrimination. The DNR shall not:
(a) Fail or refuse to hire, recruit, or promote; demote; discharge; or otherwise discriminate against
a person with respect to employment, compensation, or a term, condition, or privilege of
employment, because of religion, race, color, national origin, age, sex, height, weight, marital
status, partisan considerations, sexual orientation, or a disability or genetic information that is
unrelated to the person’s ability to perform the duties of a particular job or position.
(b) Limit, segregate, or classify an employee or applicant for employment in a way that deprives or
tends to deprive the employee or applicant of an employment opportunity or otherwise
adversely affects the status of an employee or applicant because of religion, race, color,
national origin, age, sex, height, weight, marital status, partisan considerations, sexual
orientation, or a disability or genetic information that is unrelated to the person’s ability to
perform the duties of a particular job or position.
Discriminatory harassment
In accordance with Civil Service Rules and Regulations the DNR prohibits Discriminatory harassment (either
intentional or unintentional) and prescribes procedures by which allegations may be filed, investigated and
adjudicated. The DNR also requires supervisory personnel to be responsible for monitoring such activity so
that the work environment is free from discriminatory harassment.
Discriminatory harassment includes any actions which belittle or show hostility to an individual due to that
person’s race, color, national origin, disability, gender, age, religion, height, weight, health or medical
conditions to include pregnancy or marital status, where such conduct has the purpose or effect of causing
or creating an offensive environment.
All DNR employees have an ethical, professional, and legal obligation to refrain from such conduct. DNR
Employees who engages in discriminatory harassment may be disciplined by the appointing authority, up to
and including dismissal.
Discriminatory Harassment (Civil Service Rule 9-1, Definitions)
Discriminatory harassment means unwelcome advances, requests for favors, and other verbal or physical
conduct or communication based on religion, race, color, national origin, age, sex, sexual orientation,
height, weight, marital status, partisan considerations, disability, or genetic information under any of the
following conditions:
(a) Submission to the conduct or communication is made a term or condition, either explicitly or
implicitly, to obtain employment.
69
(b) Submission to or rejection of the conduct or communication by a person is used as a factor in
decisions affecting the person's employment.
(c) The conduct or communication has the purpose or effect of substantially interfering with a
person's employment or creating an intimidating, hostile, or offensive employment environment.
REASONABLE ACCOMMODATIONS
Reasonable accommodation shall be provided to all qualified, disabled Michigan Department of Natural
Resources (DNR) employees (those on the job and those returning from a disability/medical leave having
acquired a disability,) and applicants for employment upon request. This policy shall apply to selection,
placement, recruitment, training, promotion, assignment and reassignment of employees. Both State and
Federal laws prohibit discrimination on the basis of disability.
RECORDS
To assure Department-wide compliance, the Employment Opportunity and Compliance Officer (EOCO) will
monitor all formally reported incidents of discrimination and their resolution. All records of each incident will be
kept within Human Resources for three years and at the State Records Center for four years.
Records of disciplinary action taken shall be subject to the collective bargaining agreements or applicable Civil
Service Rules for record keeping purposes.
AUTHORITY/REFERENCES
DNR Policies/Procedures:
22.00-02 - DNR ACCESSIBILITY LIAISONS
22.00-03 - Processing Discrimination & Accessibility Complaints for Members of the Public
22.01-01 - Prohibited Employment Discrimination in the DNR
22.01-02 - Reasonable Accommodation for Disabled Employees
22.02-01 - Americans With Disabilities Act Facility Accessibility Exemption (FOR DNR USE ONLY)
U.S. Title VII of the Civil Rights Act of 1964
The Americans with Disabilities Act (ADA) of 1990, as amended
Section 504 of the 1973 Rehabilitation Act (29 USCA 794, as amended)
Michigan Elliott Larson Civil Rights Act P.A. 453 of 1976, as amended.
Michigan Person's With Disabilities Civil Rights Act - Act 220 of 1976, as amended.
U.S. Department of Justice
ADA Home Page
U.S. Guide to Disability Rights Laws
Civil Rights Division
U.S. Equal Employment Opportunity Commission
Civil Service Rules,
1-7 (Equal Employment Opportunity),
1-8 (Prohibited Discrimination),
1-8.2 (Accommodation of Disabilities),
2-10 (Whistleblower Protection) and
3-1.4 (Reasonable Accommodations).
Civil Service Regulation
1.03 (Investigating Reports of Discriminatory Harassment)
1.04 (Reasonable Accommodation)
Applicable collective bargaining agreements
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DMB Administrative Guide
POLICY 1600 Non-Discrimination
1610.01 Non-discrimination
POLICY 1620 Affirmative Action Plans
1620.01 Preparing and obtaining approval of affirmative action plans
DNR Non-discrimination statement on the web
REQUIREMENTS
Information Provided to the Public
1. DNR non-discrimination statement
This Department-approved statement must be included on all publications that are distributed to the
public. Placement of this statement should be at the beginning or end of a publication (the first/last,
front/back, or inside back page). A template is available in MSWord, File, New, General Templates,
PR0351_DNR_ADA_NonDiscrimination_Statement.dot
The Michigan Department of Natural Resources (DNR) provides equal opportunities
for employment and access to Michigan's natural resources. Both state and federal
laws prohibit discrimination on the basis of race, color, national origin, religion,
disability, age, sex, height, weight or marital status under the U.S. Civil Rights Acts of
1964 as amended, 1976 MI PA 453, 1976 MI PA 220, Title V of the Rehabilitation Act
of 1973 as amended, and the 1990 Americans with Disabilities Act, as amended.
If you believe that you have been discriminated against in any program, activity, or
facility, or if you desire additional information, please write: Human Resources,
Michigan Department of Natural Resources, PO Box 30028, Lansing MI 48909-7528,
or Michigan Department of Civil Rights, Cadillac Place, 3054 West Grand Blvd, Suite
3-600, Detroit, MI 48202, or Division of Federal Assistance, U.S. Fish and Wildlife
Service, 4401 North Fairfax Drive, Mail Stop MBSP-4020, Arlington, VA 22203
For information or assistance on this publication, contact (Contact Name), (Office
Name), Michigan Department of Natural Resources, (Address), (City) MI (Zip Code).
This publication is available in alternative formats upon request.
2. ALTERNATE FORMATS:
The following statement must be included on all publications in a highly visible area:
"This Information is available in alternate formats upon request."
3. DNR MEETING ACCOMODATIONS
Notices of Public meetings must include the following statement:
"Persons with disabilities needing accommodations for the <<name of meeting or event>> should
contact <<OFFICE REPRESENTATIVE'S NAME>> at <<TELEPHONE NUMBER>> a minimum of five
business days before this event/meeting. Requests MADE LESS THAN FIVE BUSINESS DAYS
BEFORE THIS EVENT may not be accommodated."
4. DNR NON-DISCRIMINATION POSTERS
This department approved poster, issued by the DNR, Human Resources, informing the public
of their right to file a discrimination complaint must be displayed at each DNR facility serving the
public.
The DNR NON-DISCRIMINATION POSTER (for the public) is available as a template in MSWord (File,
New,...,HR, IC7262_PublicDiscriminationPoster)
71
5. TTY: Whenever a telephone number that is TTY accessible is provided to the public, place TTY
before or after the number.
For Example (517) 373-1137 TTY
When used with a voice number, follow this example:
(517) 373-1137 TTY, (517) 373-0908 Voice
If there is no TTY accessible number, the voice number is published without designation. It is no longer
necessary to list "711" on department publications.
Information Provided to DNR Employees
1. DNR Policy/Procedure 22.01-01 - Prohibited Employment Discrimination in the DNR
2. DNR Policy/Procedure 22.01-02 - Reasonable Accommodation for Disabled Employees
3. DNR Non-Discrimination Posters
This department approved poster, issued by the DNR, Human Resources, informing Employees
of their right to file a discrimination complaint must be displayed at each DNR facility’s
Employee Information bulletin board.
The DNR NON-DISCRIMINATION POSTER (for employees) is available as a template in MSWord (File,
New,...,HR, IC7255_PublicDiscriminationPoster)
DEFINITIONS
Discrimination
A. Discrimination is the denial of equal opportunity to an individual, or group of individuals, based
on one or more of the following: race, religion, color, sex, national origin, age, height, weight,
marital status or disability. It can be either intentional or unintentional.
B. Discriminatory harassment includes any actions which belittle or show hostility to an individual
due to that person’s race, color, national origin, disability, gender, age, religion, height, weight,
health or medical conditions to include pregnancy or marital status, where such conduct has the
purpose or effect of causing or creating an offensive environment.
C. Sexual harassment is a form of discriminatory harassment and is defined as unwelcome sexual
advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature.
This includes conduct by an employee which constitutes unwelcome sexual advances, requests
for sexual favors, or other verbal or physical conduct of a sexual nature where submission to
such conduct is made, whether explicitly or implicitly a term or condition of tangible harm.
Sexual harassment includes conduct by an employee or member of the public, involving
unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of
a sexual nature where such conduct has the purpose or effect of causing or creating an
offensive environment. Examples include, but are not limited to:
1. Verbal Conduct:
Sexual slurs, comments, innuendoes, sexually degrading words used to describe an
individual, sexual propositions, and comments about an individual's body, threats, and
suggestive comments or jokes of a sexual nature.
2. Non-Verbal Conduct:
Sexually suggestive objects or pictures, posters with graphic commentaries, suggestive
or insulting sounds, leering, whistling or obscene gestures. This also includes exposure
of breasts, buttocks or genital areas.
3. Physical Conduct:
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Unwanted physical contact, with or without propositions for sexual intercourse, such as
pushing, touching, pinching and brushing the body, or assault. This also includes
criminal touching of the breasts, buttocks or genital areas.
These examples are not an exhaustive list of behaviors which could be seen as sexual harassment.
Behaviors which constitute violations of criminal statute will be referred to the appropriate law
enforcement agency. The DNR will also conduct an internal administrative investigation and utilize
administrative procedures, regardless of the outcome of the criminal case.
Questions regarding specific cases of suspected sexual harassment may be directed to the DNR
Employment Opportunity and Compliance Officer (EOCO) of Human Resources, listed below.
Disability/Handicap
A disability or handicap is defined as
A. a physical or mental impairment, whether incurred on or off duty, that substantially limits one or
more of the major life activities;
Major life activities are considered activities of daily living (ADL.)
ADLs include functions such as performing manual tasks, walking, seeing, hearing, speaking,
breathing, and working.
B. a record of such an impairment; or
C. being regarded as having such an impairment.
Accessible
The extent to which the DNR can provide to the public the ability to enter, or utilize the means of
approach to the Department’s recreational programs or facilities, or make programs or services
obtainable. For Accessibility issues involving a facility or program, see DNR Policy/Procedure 22.00-03
- Processing Discrimination & Accessibility Complaints for Members of the Public.
Retaliation or Reprisal
Any act of punishment or revenge against a person who has made a charge, filed a complaint, testified,
assisted or participated in an investigation, proceeding, or hearing, under any of the above referenced
authorities, in opposition of an act of discrimination.
Contact Division/Office
Office of Human Resources, Employment Opportunity and Compliance Officer (EOCO)
Telephone
517-335-1582
FAX
517-241-4695
73
*** DNR POLICIES & PROCEDURES ***
22.00-03 - PROCESSING DISCRIMINATION & ACCESSIBILITY COMPLAINTS FOR MEMBERS OF THE PUBLIC
(Revised: 09/27/2004)
Supersedes
DNR Personnel Manual #08.02, Discrimination for Members of the Public dated 02-22-2002
DNR Department Procedure 6122.2 - Affirmative Action (May 18, 1983)
DNR Director's Letter No. 18, dated July 5, 1978
DNR Administrative Procedure 16.05-02 – Public Accessibility Complaints
Purpose
These criteria summarize the responsibility of the MDNR to prohibit discrimination and provide critical
references to process a complaint.
Authority/References
DNR Policies/Procedures 22.00.01 - Discrimination & Accessibility in the DNR - Policy & Requirements
Complaint Information
A member of the public may file a discrimination complaint with the MDNR by calling the EOCO at 517-335-
1582 or fax: 517-241-4695, or TTY/TDD:711 (Michigan Relay Center) to obtain a PR7261, Discrimination or
Accessibility Complaint for Members of the Public, and/or mailing the completed PR 7261 and/or letter to:
OFFICE OF HUMAN RESOURCES - EOCO
MICHIGAN DEPARTMENT OF NATURAL RESOURCES
STEVENS T MASON BUILDING
PO BOX 30028
LANSING MI 48909
or telephone the EOCO at 517-335-1582 or fax 517- 241-4695.
The complainant must submit PR7261, Discrimination or Accessibility Complaint for Members of the Public, or
a summary of his/her allegations, the dates/times of the allegations, and list of witnesses to the allegations.
The complaint must be legibly handwritten or typed. It must also contain the complainant’s signature and
date.
A complainant may also be directed to the DNR Non-discrimination statement on the web
(http://www.michigan.gov/dnr/0,1607,7-153-10366-66335--,00.html )
Contact Division/Office
Office of Human Resources, Employment Opportunity and Compliance Officer (EOCO)
Telephone
517-335-1582
TTY: 711 - Michigan Relay Center
FAX
517-241-4695
FORMS USED:
PR7261, Discrimination or Accessibility Complaint for Members of the Public
(Available as a template in MSWord (File, New,...,HR folder)
OR as a pdf on the DNR Internet Michigan Non-Discrimination Statement web page.
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PROCEDURE
WHO DOES WHAT
Complainant
1. Completes PR-7261E, Public Discrimination or Accessibility Complaint, or writes a letter
detailing the problem encountered including:
dates
location of inaccessible experience
MDNR staff involved (if any)
proposed remedy,
complainant's name, address & telephone number
2. Submits completed PR-7261E or letter to:
a. EMPLOYMENT OPPORTUNITY AND COMPLIANCE OFFICER (EOCO)
HUMAN RESOURCES
MICHIGAN DEPARTMENT OF NATURAL RESOURCES
STEVENS T. MASON BUILDING
PO BOX 30028
LANSING MI 48909-7928
OR
b. to any DNR office location.
The complaint will then be forwarded to the EOCO as listed above.
3. Keeps a copy of the letter or completed form for their records.
MDNR Employment Opportunity and Compliance Officer (EOCO)
4. Receives and Logs the complaint in the Discrimination and Accessibility Complaint
Tracking System.
5. Reviews the complaint to determine if complaint fits the purview of the DNR policy.
6. Initiates fact-finding or a formal investigation, if appropriate.
7. Contacts the appropriate DNR Accessibility Liaison and manager.
Accessibility Liaison;
EOCO;
Program/Land Manager
8. Work together to formulate a resolution to the complaint.
EOCO
9. Sends a response to the complainant, if appropriate explaining:
a. that the complaint will be resolved, how it will be resolved, and the date by which
the resolution will be accomplished.
OR
b. why it is not possible or prudent to institute complainant's proposed remedy at
this time.
10. Ensures all documentation is placed in the complaint file.
11. Sends copies of the correspondence to the appropriate:
o DNR Accessibility Liaison,
o Land or Program Manager, and
o Division/Office Chief.
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Program/Land Manager
12. Implements the final complaint resolution as quickly as possible taking into account the
complexity of the project.
13. Reports, in writing, to the DNR EOCO that the project is complete.
MDNR EOCO
14. Sends verification of completion of the work to the:
complainant,
Accessibility Liaison,
appropriate DNR Program or Land Manager, and
the appropriate Division/Office Chief.
15. Logs the resolution into the Discrimination and Accessibility Complaint Tracking System,
closing out the case.
16. Files copies of all related correspondence in the HR, Accessibility Complaint files.
17. Maintains file for three (3) years in office and four (4) years in record retention.
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*** DNR POLICIES & PROCEDURES ***
22.00-01 - DISCRIMINATION & ACCESSIBILITY IN THE DNR - POLICY, REQUIREMENTS AND DEFINITIONS
(Revised: 03/27/2006)
Supersedes
DNR Policy/Procedure 22.00-01 - Discrimination & Accessibility in the DNR - Policy,
Requirements and Definitions dated 09/27/2004
DNR Policies/Procedures
o 22.00-01 - Discrimination & Accessibility in the DNR - Policy, Requirements and
Definitions dated 09/27/2004
o 21.21.08 - Anti-Harassment Policy (dated 04/26/2004)
o 21.21.19 - Discrimination (dated 09/24/2004)
o 21.21.65 - Sexual Harassment (dated 04/26/2004)
Personnel Manual #08.01, Discrimination, dated 01-22-2002
Personnel Manual #08.02, Discrimination for Members of the Public dated 02-22-2002
Personnel Manual #08.03, Sexual Harassment, dated 12-01-1999
DNR Administrative Procedure 16.05-02 - Public Accessibility Complaints
DNR Administrative Procedure 16.05-03 - Telephone Service for Those Who are Deaf or Have
a Hearing Impairment
DNR Department Procedure 6122.2 - Affirmative Action (May 18, 1983)
Director's Letter No. 18, dated July 5, 1978
Policy
GENERAL DNR NON DISCRIMINATION POLICY:
Both State and Federal laws prohibit discrimination. The Michigan Department of Natural Resources (DNR)
provides equal opportunity for employment and universal access to all of Michigan’s natural resource programs
and recreational opportunities. DNR does not discriminate on the basis of race, color, national origin, religion,
disability, age, sex, height, weight, marital status, sexual orientation, genetic information or partisan
consideration.
PROHIBITED EMPLOYMENT DISCRIMINATION:
The Michigan Department of Natural Resources (DNR) shall not deny an opportunity for employment,
promotion, retention, or any other employment-related practice to anyone for discriminatory reasons based on
the following factors:
a. Race b. Religion c. Color d. Sex
e. National Origin f. Age g. Height h. Weight
i. Pregnancy j. Marital Status k. Disability l. Genetic Information
m. Partisan Considerations n. Sexual Orientation
The DNR prohibits discrimination and discriminatory harassment based on the above factors of and by its
employees in any form and prescribes procedures by which allegations may be filed, investigated and
adjudicated. Sexual harassment is a form of discriminatory harassment.
The DNR wishes to maintain a positive work environment for all its employees. Therefore, any inappropriate
behavior/harassment which adversely impacts DNR employees’ work environment or work performance, is
also prohibited. Supervisory personnel are responsible for monitoring such activity, to ensure a work
environment that is free from discrimination, discriminatory harassment, sexual harassment, and inappropriate
behavior/harassment.
Illegal harassment or any harassment that impacts an employee’s ability to perform the requirements of the
employee’s job to the best of the employee’s abilities is prohibited. This includes workplace issues, such as
77
inappropriate behavior/harassment which may negatively impact an employee’s work environment or work
performance.
This policy prescribes procedures under which allegations of discrimination, including discriminatory
harassment and practices, and sexual harassment, may be filed, investigated and adjudicated. The
Department will make full use of the procedures contained in this policy and all policies and procedures
adopted by the Michigan Civil Service Commission which are intended to ensure equal employment
opportunities for all people to prevent discriminatory practices in the Department and to enhance employment
opportunity.
All employees have an ethical, professional, and legal obligation to refrain from such conduct. Violations of this
policy will be a basis for disciplinary action up to and including discharge.
RESPONSIBITIES
The DNR prohibits illegal Discrimination. The DNR shall not:
(a) Fail or refuse to hire, recruit, or promote; demote; discharge; or otherwise discriminate against
a person with respect to employment, compensation, or a term, condition, or privilege of
employment, because of religion, race, color, national origin, age, sex, height, weight, marital
status, partisan considerations, sexual orientation, or a disability or genetic information that is
unrelated to the person’s ability to perform the duties of a particular job or position.
(b) Limit, segregate, or classify an employee or applicant for employment in a way that deprives or
tends to deprive the employee or applicant of an employment opportunity or otherwise
adversely affects the status of an employee or applicant because of religion, race, color,
national origin, age, sex, height, weight, marital status, partisan considerations, sexual
orientation, or a disability or genetic information that is unrelated to the person’s ability to
perform the duties of a particular job or position.
Discriminatory harassment
In accordance with Civil Service Rules and Regulations the DNR prohibits Discriminatory harassment (either
intentional or unintentional) and prescribes procedures by which allegations may be filed, investigated and
adjudicated. The DNR also requires supervisory personnel to be responsible for monitoring such activity so
that the work environment is free from discriminatory harassment.
Discriminatory harassment includes any actions which belittle or show hostility to an individual due to that
person’s race, color, national origin, disability, gender, age, religion, height, weight, health or medical
conditions to include pregnancy or marital status, where such conduct has the purpose or effect of causing
or creating an offensive environment.
All DNR employees have an ethical, professional, and legal obligation to refrain from such conduct. DNR
Employees who engages in discriminatory harassment may be disciplined by the appointing authority, up to
and including dismissal.
Discriminatory Harassment (Civil Service Rule 9-1, Definitions)
Discriminatory harassment means unwelcome advances, requests for favors, and other verbal or physical
conduct or communication based on religion, race, color, national origin, age, sex, sexual orientation,
height, weight, marital status, partisan considerations, disability, or genetic information under any of the
following conditions:
(a) Submission to the conduct or communication is made a term or condition, either explicitly or
implicitly, to obtain employment.
(b) Submission to or rejection of the conduct or communication by a person is used as a factor in
decisions affecting the person's employment.
(c) The conduct or communication has the purpose or effect of substantially interfering with a
person's employment or creating an intimidating, hostile, or offensive employment environment.
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REASONABLE ACCOMMODATIONS
Reasonable accommodation shall be provided to all qualified, disabled Michigan Department of Natural
Resources (DNR) employees (those on the job and those returning from a disability/medical leave having
acquired a disability,) and applicants for employment upon request. This policy shall apply to selection,
placement, recruitment, training, promotion, assignment and reassignment of employees. Both State and
Federal laws prohibit discrimination on the basis of disability.
RECORDS
To assure Department-wide compliance, the Employment Opportunity and Compliance Officer (EOCO) will
monitor all formally reported incidents of discrimination and their resolution. All records of each incident will be
kept within Human Resources for three years and at the State Records Center for four years.
Records of disciplinary action taken shall be subject to the collective bargaining agreements or applicable Civil
Service Rules for record keeping purposes.
AUTHORITY/REFERENCES
DNR Policies/Procedures:
22.00-02 - DNR ACCESSIBILITY LIAISONS
22.00-03 - Processing Discrimination & Accessibility Complaints for Members of the Public
22.01-01 - Prohibited Employment Discrimination in the DNR
22.01-02 - Reasonable Accommodation for Disabled Employees
22.02-01 - Americans With Disabilities Act Facility Accessibility Exemption (FOR DNR USE ONLY)
U.S. Title VII of the Civil Rights Act of 1964
The Americans with Disabilities Act (ADA) of 1990, as amended
Section 504 of the 1973 Rehabilitation Act (29 USCA 794, as amended)
Michigan Elliott Larson Civil Rights Act P.A. 453 of 1976, as amended.
Michigan Person's With Disabilities Civil Rights Act - Act 220 of 1976, as amended.
U.S. Department of Justice
ADA Home Page
U.S. Guide to Disability Rights Laws
Civil Rights Division
U.S. Equal Employment Opportunity Commission
Civil Service Rules,
1-7 (Equal Employment Opportunity),
1-8 (Prohibited Discrimination),
1-8.2 (Accommodation of Disabilities),
2-10 (Whistleblower Protection) and
3-1.4 (Reasonable Accommodations).
Civil Service Regulation
1.03 (Investigating Reports of Discriminatory Harassment)
1.04 (Reasonable Accommodation)
Applicable collective bargaining agreements
DMB Administrative Guide
POLICY 1600 Non-Discrimination
1610.01 Non-discrimination
POLICY 1620 Affirmative Action Plans
1620.01 Preparing and obtaining approval of affirmative action plans
DNR Non-discrimination statement on the web
79
REQUIREMENTS
Information Provided to the Public
2. DNR non-discrimination statement
This department-approved statement, issued by DNR, Human Resources, must be included on all
publications that are distributed to the public. Placement of this statement should be at the beginning
or end of a publication (the first/last, front/back, or inside back page). A template is available in
MSWord, File, New, General Templates, PR0351_DNR_ADA_NonDiscrimination_Statement.dot
DNR NONDISCRIMINATION STATEMENT
The Michigan Department of Natural Resources (DNR) provides equal opportunities
for employment and access to Michigan's natural resources. Both state and federal
laws prohibit discrimination on the basis of race, color, national origin, religion,
disability, age, sex, height, weight or marital status under the U.S. Civil Rights Acts of
1964 as amended, 1976 MI PA 453, 1976 MI PA 220, Title V of the Rehabilitation Act
of 1973 as amended, and the 1990 Americans with Disabilities Act, as amended.
If you believe that you have been discriminated against in any program, activity, or
facility, or if you desire additional information, please write: Human Resources,
Michigan Department of Natural Resources, PO Box 30028, Lansing MI 48909-7528,
or Michigan Department of Civil Rights, Cadillac Place, 3054 West Grand Blvd, Suite
3-600, Detroit, MI 48202, or Division of Federal Assistance, U.S. Fish and Wildlife
Service, 4401 North Fairfax Drive, Mail Stop MBSP-4020, Arlington, VA 22203
For information or assistance on this publication, contact the Michigan Department of
Natural Resources, (Office Name), (Contact Name), (Address), (City) MI (Zip Code).
This publication is available in alternative formats upon request.
3. ALTERNATE FORMATS:
The following statement must be included on all publications in a highly visible area:
"This Information is available in alternate formats upon request."
5. DNR MEETING ACCOMODATIONS
Notices of Public meetings must include the following statement:
"Persons with disabilities needing accommodations for the <<name of meeting or event>> should
contact <<OFFICE REPRESENTATIVE'S NAME>> at <<TELEPHONE NUMBER>> a minimum of five
business days before this event/meeting. Requests MADE LESS THAN FIVE BUSINESS DAYS
BEFORE THIS EVENT may not be accommodated."
6. DNR NON-DISCRIMINATION POSTERS
This department approved poster, issued by the DNR, Human Resources, informing the public
of their right to file a discrimination complaint must be displayed at each DNR facility serving the
public.
The DNR NON-DISCRIMINATION POSTER (for the public) is available as a template in MSWord (File,
New,...,HR, IC7262_PublicDiscriminationPoster)
6. TTY: Whenever a telephone number that is TTY accessible is provided to the public, place TTY
before or after the number.
For Example (517) 373-1137 TTY
When used with a voice number, follow this example:
(517) 373-1137 TTY, (517) 373-0908 Voice
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If there is no TTY accessible number, the voice number is published without designation. It is no longer
necessary to list "711" on department publications.
Information Provided to DNR Employees
4. DNR Policy/Procedure 22.01-01 - Prohibited Employment Discrimination in the DNR
5. DNR Policy/Procedure 22.01-02 - Reasonable Accommodation for Disabled Employees
6. DNR Non-Discrimination Posters
This department approved poster, issued by the DNR, Human Resources, informing Employees
of their right to file a discrimination complaint must be displayed at each DNR facility’s
Employee Information bulletin board.
The DNR NON-DISCRIMINATION POSTER (for employees) is available as a template in MSWord (File,
New,...,HR, IC7255_PublicDiscriminationPoster)
DEFINITIONS
Discrimination
D. Discrimination is the denial of equal opportunity to an individual, or group of individuals, based
on one or more of the following: race, religion, color, sex, national origin, age, height, weight,
marital status or disability. It can be either intentional or unintentional.
E. Discriminatory harassment includes any actions which belittle or show hostility to an individual
due to that person’s race, color, national origin, disability, gender, age, religion, height, weight,
health or medical conditions to include pregnancy or marital status, where such conduct has the
purpose or effect of causing or creating an offensive environment.
F. Sexual harassment is a form of discriminatory harassment and is defined as unwelcome sexual
advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature.
This includes conduct by an employee which constitutes unwelcome sexual advances, requests
for sexual favors, or other verbal or physical conduct of a sexual nature where submission to
such conduct is made, whether explicitly or implicitly a term or condition of tangible harm.
Sexual harassment includes conduct by an employee or member of the public, involving
unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of
a sexual nature where such conduct has the purpose or effect of causing or creating an
offensive environment. Examples include, but are not limited to:
1. Verbal Conduct:
Sexual slurs, comments, innuendoes, sexually degrading words used to describe an
individual, sexual propositions, and comments about an individual's body, threats, and
suggestive comments or jokes of a sexual nature.
2. Non-Verbal Conduct:
Sexually suggestive objects or pictures, posters with graphic commentaries, suggestive
or insulting sounds, leering, whistling or obscene gestures. This also includes exposure
of breasts, buttocks or genital areas.
3. Physical Conduct:
Unwanted physical contact, with or without propositions for sexual intercourse, such as
pushing, touching, pinching and brushing the body, or assault. This also includes
criminal touching of the breasts, buttocks or genital areas.
These examples are not an exhaustive list of behaviors which could be seen as sexual harassment.
Behaviors which constitute violations of criminal statute will be referred to the appropriate law
enforcement agency. The DNR will also conduct an internal administrative investigation and utilize
administrative procedures, regardless of the outcome of the criminal case.
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Questions regarding specific cases of suspected sexual harassment may be directed to the DNR
Employment Opportunity and Compliance Officer (EOCO) of Human Resources, listed below.
Disability/Handicap
A disability or handicap is defined as
D. a physical or mental impairment, whether incurred on or off duty, that substantially limits one or
more of the major life activities;
Major life activities are considered activities of daily living (ADL.)
ADLs include functions such as performing manual tasks, walking, seeing, hearing, speaking,
breathing, and working.
E. a record of such an impairment; or
F. being regarded as having such an impairment.
Accessible
The extent to which the DNR can provide to the public the ability to enter, or utilize the means of
approach to the Department’s recreational programs or facilities, or make programs or services
obtainable. For Accessibility issues involving a facility or program, see DNR Policy/Procedure 22.00-03
- Processing Discrimination & Accessibility Complaints for Members of the Public.
Retaliation or Reprisal
Any act of punishment or revenge against a person who has made a charge, filed a complaint, testified,
assisted or participated in an investigation, proceeding, or hearing, under any of the above referenced
authorities, in opposition of an act of discrimination.
Contact Division/Office
Office of Human Resources, Employment Opportunity and Compliance Officer (EOCO)
Telephone
517-335-1582
FAX
517-241-46
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MICHIGAN DEPARTMENT OF NATURAL RESOURCES DIVISION/OFFICE NAME
HUMAN RESOURCES
TRAINING PERIOD COVERED FROM TO
STATE W ORKER TRAINING LOG
State Workers and their supervisor may develop an annual training plan. Use this log to identify mutually agreed
upon courses recommended, taken and completed.
EMPLOYEE NAME EMPLOYEE ID
LAST NAME, FIRST NAME, MIDDLE INITIAL
COURSE TITLE/NUMBER Recom'd Req'd Completed date COMMENTS
EMPLOYEE'S SIGNATURE DATE
SUPERVISOR'S SIGNATURE TITLE DATE
Retain on site in State Worker’s personnel file. R 7591 (02/13/2005)
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