EMPLOYEE HANDBOOK - Steamboat

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COMMUNICATION Open and two-way communication is important to the success of the Company. It is our goal to communicate with you about our philosophy, our goals and objectives and what is happening within the Company that may concern you. At the same time, we would like for you to let us know what you think about things that happen around the Company. If you have any suggestions concerning the operations of the resort, general maintenance, caring of our guests or other matters that are important or would be helpful to employees and/or guests, please pass these suggestions to your supervisor or by emailing your suggestions to ST Idea Bins, available through our company email or myidea@steamboat.com. Improvement of the operations and environment at the <strong>Steamboat</strong> Ski & Resort Corporation must be the concern and responsibility of us all. Only through working together will we be able to maintain our reputation of a friendly progressive resort. The Company has an active Safety Suggestion program in which we encourage all employees to participate. Please refer to the Safety Policy section in this handbook. If You Have a Problem The Company cares about the well-being of its employees and strives to rectify job-related complaints. We have found that a thorough discussion and mutual understanding between the employee and his/her supervisor can satisfactorily resolve many job-related misunderstandings. As an employee, you may feel you are not satisfied with the solution offered. In such instances, we welcome and encourage you to follow the procedure outlined below. If you have a problem you feel you cannot discuss with your supervisor and/or department head, we welcome and encourage you to by-pass the first two steps below and contact the Vice President of Human Resources. 1. Talk it over with your immediate supervisor. Usually this will settle most problems. He or she wants to help you and has the authority to settle things promptly. 2. If you feel the issue has not been properly clarified or resolved, you may take the problem to your department head, at which time you will be informed of any decision rendered. 3. If for any reason you fail to get satisfaction from your department head, the Vice President of Human Resources may review your problem in an attempt to resolve the situation to the mutual agreement of all concerned parties. 4. If you still do not agree with the proposed resolution of the matter, you may bring your problem to the attention of the President of the Company. The President's decision will be final and binding. NOTE: This problem-solving procedure does not apply to resolution of complaints concerning violation of the Company's equal employment opportunity and harassment policies. STANDARDS OF BUSINESS CONDUCT Intrawest has comprehensive Standards of Business Conduct applicable to all employees and suppliers. With the adoption of our Standards of Business Conduct, we are communicating to our guests, business partners, communities and employees that we will do as follows: Comply with the law Act with integrity Safeguard SSRC and Intrawest assets Avoid conflicts of interest Protect privacy of personal data Respect the community The Standards ensure that we can all be clear on the conduct that is expected of us. They address processes in the event our standards are violated and outline the safeguards in place to protect employees who bring violations to Intrawest’s attention. Please review the Standards of Business Conduct in full at www.syncmylife.net under the “Company” drop down menu. Standards of Business Conduct training is available online and should take you approximately 30 minutes to complete. It is accessible from any computer with Internet connection by using this link: http://www.workplaceanswers.com/intrawest The training is available in English, French and Spanish. Once you are connected to the site, you will be provided with all the necessary instructions for navigating through the training program. Once you complete the program, please print the certificate of completion and forward to HR. 9
INTRAWEST PRIVACY POLICY As an Intrawest employee you must understand the importance of respecting and protecting the privacy of our guests and employees. Intrawest has implemented a corporate-wide privacy program to ensure we have the tools and processes in place to keep information private. It is important that you know the purposes for which we collect personal information and our approach to employee consent. If you, or a guest, have any questions or concerns, you can follow the steps below to obtain more information. You need to know what to do if you have questions that arise about Intrawest’s Employee and Guest Privacy Policy as it relates to personal information. If you have questions or concerns about our Employee and Guest Privacy Policy, please ask your supervisor/manager or Human Resources representative. You may also contact the confidential employee inquiry contact center at 1-877-477-6777 (North American Toll-Free) or 303-749-8218, or email: employeeprivacy@intrawest.com. The acceptance of employment and benefits by an employee is viewed as consent for the company to collect, use, and disclose personal information about employees for purposes that are reasonable and necessary to manage our business effectively and to meet legal and regulatory requirements. You may choose to withhold some personal information by not participating in optional programs. Respecting your privacy is a practice that we take seriously and we will continue to take steps to ensure that your personal information is protected. INFORMATION TECHNOLOGY ASSETS ACCEPTABLE USE POLICY Intrawest's Acceptable Use of IT Assets Policy specifies acceptable and unacceptable use of Intrawest's information technology (IT) and information assets. Intrawest is committed to protecting employees, customers, partners, and the company from illegal or damaging actions related to these assets, whether they be intentional or not. These rules were developed to enable the optimized use of Intrawest IT assets, to preserve and enhance both shareholder value and the company's reputation and to minimize costs associated with their usage. Unacceptable use of these assets exposes Intrawest to risks including breach of confidentiality, integrity, availability, as well as legal and compliance issues. Scope This policy applies to employees, contractors, consultants, vendors, temporary, and other workers at Intrawest, including all personnel affiliated with third parties. For the purposes of this policy, any reference to the term "employees", also applies and refers to all groups listed above. This policy applies to all equipment that is owned or leased by Intrawest at work, home or any other location that is used to access company resources or its infrastructure. Intrawest (IT) assets include, but are not limited to: facilities, computer equipment, network equipment, software, operating systems, applications, storage media, electronic mail, internet access among many others, are the property of Intrawest, and are to be used for business purposes in serving the interests of the company, and of our clients and customers in the course of normal operations. Intrawest information assets refers to, but is not limited to, the data and information stored and used in the normal course of Intrawest business that pertains to either (1) customers, (2) employees (3) financial reporting, or (4) intellectual property documents, business strategy documents, business proposal documents, and contractual agreements; and which is not made readily available to the general public. Definitions Intrawest – all subsidiaries of Intrawest ULC and Intrawest US Holdings Inc. Confidential Information - includes any information assets with respect to Intrawest or its operations.; this includes Intrawest trade secrets, ideas, marketing concepts, documents, designs, techniques, inventions, discoveries, copyrights, methods, forecasts, programs, research or anything else concerning the organization, business, customers, employees and finances of Intrawest. Information Asset - a piece of data in the possession of Intrawest which may have strategic, operational, monetary, or otherwise some intrinsic value to Intrawest, to its customers, to its employees, or to government or other legal authorities. 10
Page 1 and 2: 2013-2014 EMPLOYEE HANDBOOK
Page 3 and 4: Table of Contents Welcome………
Page 5 and 6: Table of Contents (Continued) Certi
Page 7 and 8: Welcome... The Steamboat Senior Man
Page 9 and 10: Message from the CEO Welcome to the
Page 11 and 12: GENERAL POLICIES & PROCEDURES ANTI-
Page 13: In the instance that any questions
Page 17 and 18: Computing and Networking Activities
Page 19 and 20: made for those employees on leave o
Page 21 and 22: threatening or harassing posts or c
Page 23 and 24: DEPARTMENT TRANSFERS Employees are
Page 25 and 26: T-shirts/tops with non-SSRC logos o
Page 27 and 28: DISCIPLINARY ACTIONS Good working r
Page 29 and 30: supervisor will notify you as early
Page 31 and 32: know your transit/routing number an
Page 33 and 34: help you reschedule your lesson for
Page 35 and 36: complimentary lift tickets during t
Page 37 and 38: first; once that is exhausted, then
Page 39 and 40: necessary for you to arrive late or
Page 41 and 42: has a change in status into a vacat
Page 43 and 44: INTRAWEST 401(K) RETIREMENT PLAN In
Page 45 and 46: Employees are not covered under Wor
Page 47 and 48: productive workplace, SSRC will con
Page 49 and 50: ars, bartenders, etc. may be in con
Page 51 and 52: needed. Employees hired within the
Page 53 and 54: 6. Observe all posted signs and war
Page 55 and 56: guest takes pictures of you or of t
Page 57 and 58: Mountain roads are for official use
Page 59 and 60: LOCKERS/DESKS Employees may be assi
Page 61 and 62: the same disciplinary actions that
Page 63 and 64: NOTES
Page 65 and 66:
NOTES
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EMPLOYEE HANDBOOK - Steamboat

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