Thanks For Submitting Your Registration!
Please read through our policies carefully!
You are not locked in with us yet, your registration is just a submission from you to InstaSwim so that we can search for availability in your area, and match you with one of our Swim Instructors. This process takes about 1-3 days.
You were also sent an automated email that goes over pricing/packages as well as other helpful information.
If you have any questions regarding swim lessons or our policies please call or email us!
All cancellations for swim lessons must be made at a minimum of 12 hours in advance. You are required to contact your instructor for all cancellations. If your Instructor arrives at your location without cancellation notice, you will be charged a $25 late cancellation fee. Our instructors have BUSY schedules and have other clients to service, please reach out to your instructor to cancel ASAP to avoid the late fee.
All rescheduling for lessons must be made atleast 12 hours in advance. Rescheduling will be conducted between you and your instructor. If for some reason the lesson was ended early, the amount of minutes left in that lesson can be made up in another lesson. You can discuss and work it out with your instructor.
InstaSwim offers a full money back guarantee on your swim lesson package if you are not satisfied with your first lesson. You will be charged for the lessons you complete after your first lesson. You will be refunded for the lessons not completed with your instructor. The amount you receive back will be correlated with what package you paid for.
We DO NOT refund any registration fees! All registration fees that you pay go to the time, money, and resources that our team spends to search availability for your swim lessons, regardless if you complete lessons with us or not.
Swim lessons will be cancelled if there is severe weather such as thunder, lightning or heavy rain. Our instructors are well aware of this policy and will cancel if they deem necessary. If you have to cancel due to bad weather, you must contact your instructor to do so! Failure to do so, may result in a completed lesson out of your package.
After registration and you finalize a schedule for lessons with your instructor, you will be sent an invoice to pay for what lesson package you chose on your registration. Payment is due atleast 5 days before your first swim lesson. If you wish to pay earlier, that is totally okay! If you fail to pay for your lesson package within 5 days of your first swim lesson, you will be charged a $25 late payment fee. If you are not able to pay the full amount within 5 days of your first lesson or have any questions or concerns, please contact our office.
You are NOT to pay our instructors! If you wish to provide a tip at the end of lessons that is okay. We pay our instructors directly. If for some reason you did not receive an invoice from InstaSwim LLC, you must contact our office and we will send one to you.
If you wish to upgrade your lesson package from a 6 lesson package to a 12 lesson package, you will will have to contact our office via email email@example.com or call our office at 888-610-2656. We will send you another invoice with the remaining cost for the package you want. Payment must be complete before you continue lessons with your instructor.
If you wish to downgrade your package from a 12 lesson package to a 6 lesson package, please contact our office via email firstname.lastname@example.org or call our office at 888-610-2656.
If you registered for swim lessons as a group with other moms or friends and for some reason the other students in the group did not show up for lessons that day, you can reschedule for lessons with your instructor for a day and time that ALL students can be present. If you wish to continue to do a lesson anyway, you WILL NOT be refunded for that particular lesson as we do not price are lessons based off of amount of students.
If you are using a public pool for swim lessons, and that pool charges any entrance fees, you are required to cover ALL entrance fees!
Our swim instructors are 1099 contractors. They are not employees of InstaSwim. They are fully independent and responsible for handling, scheduling, training, working, and communicating with their clients and students to the best of their ability while following the strict company policies. All of our instructors are carefully screened, background checked, and certified in CPR/First Aid.
Our instructors may be working on behalf of InstaSwim, but again, they are independent contractors and they act on their own will and perform in their own individual ways. We have policies and rules in place that our instructors are required to follow for the protection and safety of all individuals present. If for some reason things are not working out with your instructor, you can contact our office and we will switch out your instructor with a better fitted instructor for you.
We do not require our 1099 contracted Instructors to be insured, or do we purchase an insurance policy for them. We urge that all of our contractors purchase a general liability policy for themselves to protect themselves incase of an emergency situation or accident to occur.
If more than 1 student is taking lessons as a group, all other students that are not working with the instructor and are waiting for their turn, must sit down at the side of the pool or away from the pool area and are required to wear a floating device (puddle jumper or swimmies) until it is their turn to be taught.
We require at least 1 parent or guardian to watch over the students in the pool while lessons are in progress.
This is for the students safety and to prevent accidents from happening. Our instructors will enforce this rule every lesson.
InstaSwim and our instructors are only liable and responsible for the safety and well being of the students/participants that signed up for swim lessons in the registration. If there are other individuals in the pool or pool area while lessons are in progress, we kindly ask that they exit the pool or pool area so that all focus can be on the swim lesson.
This is for safety reasons. If lessons are being conducted at a public/community pool, InstaSwim and our instructors are again only responsible for the students that signed up in the registration. We are not responsible and will not be held liable for any accidents that occur to any individuals that are not listed in the registration.
If any accident or injury were to ever occur during swim lessons, our instructor is required to report this to you as the client, and to InstaSwim LLC. No matter how big or small the accident or injury, all must be recorded on an injury report in writing and reported to the client and InstaSwim LLC.
InstaSwim and our instructors are only responsible for swim instruction related services to individuals/participants who signed up in the registration.
If any participants (students) have a medical concern including but not limited to (epilepsy, seizures, allergic reactions etc.) of any sort, you are required to identify, and explain what the medical concern is of said participant/s to your instructor AND how to handle a situation if there was ever a medical emergency.
InstaSwim and your instructor will be held responsible for any medical related occurrence, accident or emergency. InstaSwim and your instructor are only responsible for keeping the participants that signed up in the registration safe while performing swim instruction.
If any of our disclaimers or policies explained above were to not be followed, the instructor and InstaSwim will not be held liable for any accidents that occur to students or surrounding individuals, as you failed to follow our strict guidelines and policy.
By paying for our services and signing at the bottom, you are confirming that you agree and will comply with our company policies.
INSTASWIM SEXUAL ABUSE & MOLESTATION POLICY
InstaSwim LLC, prohibits and does not tolerate sexual abuse, misconduct or unsolicited video recording or photo taking in the workplace or during any organization-related activity and service. This also includes, Client’s home pools, apartment pools, residential buildings, public pools, bathrooms, changing rooms, or any facility area owned or rented by our clients and partners. InstaSwim LLC provides procedures for contractors, employees, volunteers, board members or any other victims of sexual abuse or misconduct to report such acts. Those reasonably suspected or believed to have committed sexual abuse or misconduct will be appropriately disciplined, up to and including termination of employment or membership, as well as criminally prosecuted.
No employee, contractor, volunteer, board member or other person, regardless of his or her title or position has the authority to commit or allow sexual abuse or misconduct.
Definitions and Examples The following definitions or examples of sexual abuse, misconduct or harassment, may apply to any and/or all of the following persons – employees, contractors, volunteers or other third parties.
Sexual abuse or misconduct may include, but is not limited to:
- Child sexual abuse – any sexual activity, involvement, or attempt of sexual contact with a person who is a minor (under 18 years old) where consent is not or cannot be given.
- Sexual activity with another who is legally incompetent or otherwise unable to give consent.
- Physical assaults or violence, such as rape, sexual battery, abuse, molestation or any attempt to commit such acts.
- Unwanted and intentional physical conduct that is sexual in nature, such as touching, pinching, patting, brushing, massaging someone’s neck or shoulders, and/or pulling against another’s body or clothes.
- Material such as pornographic or sexually explicit images, posters, calendars, or objects.
- Unwelcome and inappropriate sexual activities, advances, comments, innuendoes, bullying, jokes, gestures, electronic communications or messages (e.g. email, text, social media, voicemail), exploitation, exposure, leering, stalking or invasion of sexual privacy.
- A sexually hostile environment characterized as comments or conduct that unreasonably interferes with one’s work performance or ability to do the job or creates an intimidating, hostile, or offensive environment.
- Direct or implied threats that submission to sexual advances will be a condition of employment or affiliation with the organization.
Reporting Procedure Immediately report suspected sexual abuse or misconduct to authorities, childwelfare.gov and InstaSwim LLC. It is not required to directly confront the person who is the source of the report, question or complaint before notifying any of the individuals listed. InstaSwim LLC will take every reasonable measure to ensure that those named in complaint of misconduct, or are too closely associated with those involved in the complaint will not be part of the investigative team.
Anti-retaliation and False Allegations InstaSwim LLC prohibits retaliation made against any employee, volunteer, board member, or other person who lodges a good faith complaint of sexual abuse or misconduct or who participates in any related investigation. Making knowingly false or malicious accusations of sexual abuse or misconduct can have serious consequences for those who are wrongly accused. InstaSwim LLC prohibits making false or malicious sexual misconduct allegations, as well as deliberately providing false information during an investigation. Anyone who violates this rule is subject to disciplinary action, up to and including termination of employment or membership and criminal prosecution.
Investigation and Follow-up InstaSwim LLC will take all allegations of sexual abuse or misconduct seriously and will promptly, thoroughly, and equitably investigate whether misconduct has taken place. The organization may utilize an outside third party to conduct an investigation of misconduct.
InstaSwim LLC will cooperate fully with any investigation conducted by law enforcement or other regulatory/protective services agencies. InstaSwim LLC will make every reasonable effort to keep the matters involved in the allegation as confidential as possible while still allowing for a prompt and thorough investigation.
Reporting to Law Enforcement or Appropriate Child or Adult Protective Services InstaSwim LLC is committed to following the state and federal legal requirements for reporting allegations or incidents of sexual abuse or misconduct to appropriate law enforcement and child or adult protective services organizations. It is the policy of InstaSwim LLC not to attempt to investigate or assess the validity or credibility of an allegation of sexual or physical abuse as a condition before reporting the allegation to proper law enforcement authorities or protective services organizations.
Employee and Worker Screening and Selection As part of its sexual abuse and misconduct prevention program, InstaSwim LLC is committed to maintaining a diligent screening program for prospective and existing contractors, employees, volunteers and others that may have interaction with those employed by, associating with or serviced by InstaSwim LLC. The organization may utilize a variety of methods of screening and selection, including but not limited to applications, personal interviews, criminal background checks and personal and professional references.
Nondiscrimination/Anti-Harassment Policy and Complaint Procedure
InstaSwim is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, InstaSwim expects that all relationships among persons in or out of the office will be business-like and free of explicit bias, prejudice and harassment.
InstaSwim has developed this policy to ensure that all its contractors and employees can work in an environment free from unlawful harassment, discrimination and retaliation. InstaSwim will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately.
Any employee or contractor who has questions or concerns about these policies should talk with the director of human resources or a member of the personnel practices committee.
These policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business or work-related social activities or discussions. In other words, no one should make the mistake of engaging in discrimination or exclusion to avoid allegations of harassment. The law and the policies of InstaSwim prohibit disparate treatment on the basis of sex or any other protected characteristic, with regard to terms, conditions, privileges and perquisites of employment. The prohibitions against harassment, discrimination and retaliation are intended to complement and further those policies, not to form the basis of an exception to them.
Equal employment opportunity
It is the policy of InstaSwim to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, national origin, genetic information, or any other characteristic protected by law. InstaSwim prohibits any such discrimination or harassment.
InstaSwim encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of InstaSwim to promptly and thoroughly investigate such reports. InstaSwim prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, “sexual harassment” is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
Title VII of the Civil Rights Act of 1964 recognizes two types of sexual harassment: a) quid pro quo and b) hostile work environment. Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, or that of his or her relatives, friends or associates, and that: a) has the purpose or effect of creating an intimidating, hostile or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s work performance, or c) otherwise adversely affects an individual’s employment opportunities.
Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time or using company equipment by e-mail, phone (including voice messages), text messages, social networking sites or other means.
Individuals and Conduct Covered
These policies apply to all applicants, contractors and employees, whether related to conduct engaged in by fellow employees, contractors or by someone not directly connected to InstaSwim (e.g., an outside vendor, consultant or customer).
Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events.
Reporting an Incident of Harassment, Discrimination or Retaliation
InstaSwim encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor, any member of the personnel practices committee, human resources or any ombudsman. See the complaint procedure described below.
In addition, InstaSwim encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem. InstaSwim recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.
Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should discuss their concerns with their immediate supervisor, human resources, any member of the personnel practices committee or any ombudsman.
InstaSwim encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.
InstaSwim will maintain confidentiality throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.
Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.
Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling or disciplinary action such as a warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay, or termination, as InstaSwim believes appropriate under the circumstances.
If a party to a complaint does not agree with its resolution, that party may appeal to InstaSwim’s executive director or the chief operating officer.
False and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate disciplinary action.
InstaSwim LLC, our contractors, or employees will NOT be held liable if there is failure to comply with any of the written policies above or in any of our other pages that contain our policy, if incidents accusations, or accidents occur.
333 River St, #515
Hoboken, NJ, 07030