EMPLOYEE HANDBOOK - Gunstock

More documents

Recommendations

Info

7 | P a g e Testing of employees for drug and/or alcohol use may be conducted under any of the following circumstances: • When required by federal or state law or applicable rule or regulation of any federal or state agency. For example, Department of Transportation (DOT) regulations may require pre-employment testing to operate or work on a shuttle. • When you have an on-the-job injury that requires medical treatment. • When there is reasonable suspicion that you are under the influence of drugs or alcohol. The Company has the right to require blood, saliva and/or urine samples for reasonable suspicion and post-accident testing. When reasonable suspicion has been established, a manager will arrange for transportation to a testing facility. Employment will be temporarily suspended pending the receipt and review of test results by a qualified Medical Review Officer and the Director of Human Resources. No advance notice is required to test based on reasonable suspicion. Refusal to submit to drug testing, providing a false or adulterated urine sample, failing to provide a urine/blood/saliva sample suitable for testing or submitting to a test resulting in a positive screen constitutes a material breach of a condition of employment and may result in termination. Any questions regarding this policy may be directed to the Director of Human Resources. The use in moderation of alcohol in connection with Companysponsored social activities or the entertaining of business guests, such as vendors, suppliers, and the like, is not prohibited. Detectable levels of alcohol may be present in such cases. All employees are responsible for reading and understanding this policy. Any employee found to have violated this policy may be subject to disciplinary action, up to and including dismissal, and where warranted, legal action. If you, as an employee, feel you may have a problem with alcohol or drugs, please seek assistance through the Employee Assistance Program (EAP) before the problem leads to deteriorating job performance or a violation of Company policy, which may result in your losing your job. In appropriate cases and in accordance with applicable law, where employees are willing to acknowledge a chemical dependency and commit to ending it, the Company may allow time off for rehabilitation. To assist in that effort, the Company has arranged for three free visits to the EAP for matters regarding alcoholism and/or drug abuse. If you seek assistance before a policy violation, your decision to get help will not be held against you. Going to the EAP before or after a violation of Company policy will not foreclose the right of the Company to administer disciplinary action. As a condition of continued employment, each employee of the Company is required to abide by the terms of this policy. In appropriate circumstances, and where termination does not result, the Company may require the employee to participate in a drug abuse assistance or rehabilitation program approved for such purposes. OPEN DOOR POLICY & COMPLAINT PROCEDURE Let’s talk. The best way of resolving issues is through open communication. As a part of our commitment to teamwork, Gunstock supports an open door policy for discussing problems when and if they arise. Start with your supervisor or department manager. If you don’t feel it is appropriate to discuss your concern with them, senior management and the General Manager are here to help. And the door to Human Resources is always open to help you understand policies and expectations and to think through and resolve what’s on your mind. Every employee in our Company should be treated with courtesy and respect. If you experience any type of harassment or believe you’ve been treated in an unlawful, discriminatory manner, let management know immediately, so that we can investigate. If it is determined REV 101712
8 | P a g e that an employee is guilty of harassing another employee, disciplinary action – which may include dismissal – will be taken. Retaliation against employees for filing complaints or assisting investigations will not be tolerated. We are dedicated to supporting an amicable, enjoyable workplace. Anything less is a compromise of the Gunstock Values. EMPLOYEE ASSISTANCE PROGRAM (EAP) Everybody needs a little help sometimes. To help you during these times, all Gunstock employees and members of their households have access to our Employee Assistance Program. We have partnered with MKS Performance Solutions to provide a totally confidential resource to help you cope with whatever challenges life throws your way. The caring professionals at MKS Performance Solutions are there 24-hours a day with expert guidance on dealing with substance abuse, marital and family issues, emotional, health and financial difficulties, child and elder care need, legal issues and pre-retirement concerns. Call their toll-free number (888-657-7373) any time for personal or crisis concerns. You can also go to their website, MKSPERFORMANCESOLUTIONS.COM (company code: GUNSTOCK) for valuable information and resource listings. This program is available to all employees and their household members at no cost with some restrictions. PERFORMANCE REVIEWS How ya doin’? We encourage you to discuss your job performance with your supervisor frequently. We find that regular feedback gives us an opportunity to thank employees for jobs well done and helps us build a stronger, better team. Exit interviews with full-time year round employees help us determine how to make our company an even better place to work. Generally speaking, full-time year round employees receive a minimum of one performance review a year. Seasonal employees may be reviewed at the end of each season. It is important to note that a positive performance evaluation does not guarantee an increase in pay, a promotion, or continued We are dedicated to supporting an amicable, enjoyable workplace. Anything less is a compromise of the Gunstock Values. employment. Compensation increases and the terms and conditions of employment, including job assignments, transfers, promotions, and demotions, are determined by and at the discretion of management. WORKPLACE CONDUCT Rules are rules. And we must all abide by certain rules of conduct based on honesty, common sense, and fair play. The following is a list of absolute no-no’s. And while it includes many, it doesn’t include all of the offenses which can lead to disciplinary action or dismissal; • Falsification of any documentation, including employment records or timecards, and any other breach of trust • Insubordination or disobedience of a lawful management directive • Excessive or unexcused absence or tardiness • Unsatisfactory job performance or failure to perform job duties • Violation of our drug and alcohol policy • Violation of our anti-harassment or equal employment opportunity policies • Violation of social media policy • Sleeping while on duty • The sale or trade of employee benefit passes REV 101712
Page 1 and 2: GUNSTOCK MOUNTAIN RESORT EMPLOYEE H
Page 3 and 4: 2 | P a g e HELMET POLICY .........
Page 5 and 6: 4 | P a g e IMPORTANT NOTICE You’
Page 7: 6 | P a g e the extent that maintai
Page 11 and 12: 10 | P a g e If employees become re
Page 13 and 14: 12 | P a g e staffing changes. We w
Page 15 and 16: 14 | P a g e • Garments should be
Page 17 and 18: 16 | P a g e abandon their jobs or
Page 19 and 20: 18 | P a g e directed to the Genera
Page 21 and 22: 20 | P a g e personal devices when
Page 23 and 24: 22 | P a g e • Use proper body po
Page 25 and 26: 24 | P a g e • Prior to using any
Page 27 and 28: 26 | P a g e FTYR Employees Hired O
Page 29 and 30: 28 | P a g e UNPAID LEAVES OF ABSEN
Page 31 and 32: 30 | P a g e During an approved FML
Page 33 and 34: 32 | P a g e Employees on Military

EMPLOYEE HANDBOOK - Gunstock

Create successful ePaper yourself

Delete template?

Save as template?