EMPLOYEE HANDBOOK - Steamboat

payments may begin six months after total and
continuous disability. Benefit rates equal 50% of
your annual base pay. Core and Regular employees
also have the option to purchase an additional 17% of
coverage in the LTD program upon meeting
eligibility (1 ST of the month following 30 days of
employment or open enrollment).
Paid Time Off
The Company provides paid time off (PTO) to Core
and Regular status employees. Our PTO policy
combines traditional holiday and sick leave plans into
one flexible, paid time off program. For example, it
may be used to take time off for holidays, personal or
family illness or injury, or other personal matters.
Eligible Core and Regular employees will accrue
PTO at the rate of 1.54 hours per week up to a
maximum cap of 80 hours. Part time employees are
not eligible for PTO, with the exception of those
individuals who were grandfathered as of August 31,
2004. Those staff members will accrue PTO on a
prorated basis as long they remain in that position.
Employees are not eligible to earn any additional
PTO once they have reached the maximum cap.
Employees will begin to earn PTO at their scheduled
rate once their PTO balance falls below the
maximum cap.
Full time employees who fall below 32 hours per
week or grandfathered part-time employees who fall
below 24 hours per week (includes any paid leave)
will not receive an accrual for that week. PTO is not
earned during an unpaid leave of absence or while on
disability leave.
PTO is not used in the computation of overtime and
is paid at the employee's base pay rate at the time of
absence.
PTO days should be planned and scheduled in
advance whenever possible. To schedule planned
PTO, employees should request advance approval
from their supervisors. Requests are reviewed based
on a number of factors, including business needs and
staffing requirements.
Employees who have an unexpected need to be
absent from work should notify their direct
supervisor before the scheduled start of their
workday, whenever possible. The direct supervisor
must also be contacted on each additional day of
unexpected absence.
PTO will not be paid out at termination nor may
accrued PTO be donated to another employee.
Employees who transfer to another Intrawest resort
will receive payment for accrued unused PTO at the
time of transfer.
Regular status employees will be inactivated/break in
service for the months not working. Upon the
effective date of inactivation all accrued vacation and
PTO will be carried over for use when the employee
returns to active status.
Eligible employees on FMLA will be required to
utilize PTO after disability pay is exhausted or
expires. Employees who are non-FMLA eligible will
be required to utilize PTO for any approved leave or
approved time off request.
Jury Duty
Any employee who is called for jury panel selection
will be excused from work to report for this duty.
Employee will be paid on the basis of straight time
hourly pay at their regular rate when reporting for
jury panel selection.
If you are selected as a juror, you are required to
notify your supervisor as soon as possible to advise
him or her of your selection. You will be paid on the
basis of straight time hourly pay at your regular rate
when serving as a juror. Any payment you receive
for services as a juror must be returned to the
Company, except for travel and parking expenses.
If you are excused early from jury panel selection or
on any day you are serving as a juror, you are
expected to return to work. A failure to return to
work or to contact your supervisor to determine the
necessity to return to work for the remainder of the
workday is prohibited.
The Company will not pay you for jury duty in any
case where you have voluntarily sought such duty, or
for duty exceeding 30 working days per year.
Jury duty is not considered time worked in the
computation of overtime.
Voting
Voting is an important responsibility we all assume
as citizens. We encourage you to exercise your voting
rights in all municipal, state and federal elections.
Under most circumstances, it is possible for
employees to vote either before or after work. If it is
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