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WELCOME ABOARD Welcome to TWIN LAKES. I am delighted that you have elected to join our team. Our goal is to offer our guests the finest facility of its kind possible. TWIN LAKES has received numerous rewards based upon its design, amenities, quality and SERVICE. The exceptional service we strive to provide is where you come in. I believe you will be committed to the customers’ needs at all times. Our philosophy here at TWIN LAKES is to treat each Employee as tomorrow’s customer. I would like you to have the same belief with regard to your fellow Employees. TWIN LAKES is a fun and exciting place to work, and with your help and new ideas we can make it even better! The benefits of being an Employee of TWIN LAKES include golf, camaraderie, spirit days, merchandise discounts, as well as, the opportunity to develop a career and to learn about the many facets of our business. Congratulations and welcome to the team. Salvatore Cottone Managing Member HOSPITALITY ON THE TRAILS Welcome to TWIN LAKES. Situated on 250 acres, we offer an 18 hole, par 71-championship golf course, a state-of-the-art golf practice facility, and a world-class 40,000 square foot Clubhouse. Additionally, our amenities include the Stonebridge Grille, the Swim Club, our Grand Ballroom with a capacity of 500 guests, and our Boardroom which can accommodate small meetings and private dinners. Our business is hospitality-and our role as Employees of TWIN LAKES is to provide outstanding service to our guests so they will return again and again. Our jobs depend on our guests and their satisfaction. It is not the bricks and mortar of our beautiful Clubhouse, which creates our cordial atmosphere, but rather, it is how we treat each guest in every contact we have with them. The warmth of your welcome, the sincerity of your smile, and the graciousness of your greeting will make a difference. Our marketing department can bring a guest to our Club the first time, but you are the real sales force! You are responsible for giving our guests a pleasurable experience, which encourages them to visit us again. Our success depends on your hospitality. Your challenge then, is to deliver extraordinary service by anticipating guests needs, by meticulous attention to detail and by exceeding each guest’s expectation of first class service. Our behind the scenes departments (Grounds, Sales, Kitchen and Administrative) are every bit as important as the actual Golf and Swim Club Departments to TWIN LAKES’ commitment to service. We understand that our strength and future development depend directly upon the contribution of each Employee. We know the personal satisfaction resulting from your individual effort will elevate productivity and efficiency. Our policy, therefore, is to be open and honest with each other and respect each person’s rights as individuals, with the common goal of providing quality service and a quality hospitality experience. Remember our most important job is to provide the highest standards of service to our guests by following these ten TWIN LAKES rules: We must: Be courteous to everyone. Remember that a pleasant smile accomplishes wonders. Talk with calm assurance. Do not raise your voice. Avoid arguments. Keep cool even if provoked. Be open minded, tolerant and considerate. Cooperate readily and cheerfully. Be fair & square, loyal, and sincere. Take pride in our work and appearance. Pay 100% attention to a guest when they approach and always make eye contact. Do our best today and everyday. WHAT IS “THE GUIDE” FOR? A. Purpose of Handbook The contents of this handbook constitute only a summary of the benefits, personnel policies and employment regulations in effect at the time of publication. In the event of any conflict with this summary, TWIN LAKES GOLF LLC and TWIN LAKES BANQUETS LLC (referred to throughout as “TWIN LAKES”) actual benefits, policies, and regulations shall prevail. It is our policy to provide equal employment opportunity and individual growth opportunities to all Employees in accordance with all-applicable federal and state and Executive Orders, as well as, implementing regulations. Nothing herein contains any promise of any kind by TWIN LAKES and nothing is intended, nor should be construed, to create a contract between TWIN LAKES and its Employees. With the exception of the policy of “at-will” employment, all policies, guidelines, practices, benefits, procedures, working conditions, and wages are subject to immediate change or revocation at the sole discretion of TWIN LAKES. B. Changes in Policy The Guide has been prepared, January 1, 2003, to inform you of the policies and procedures of TWIN LAKES. You should read it carefully. The contents of The Guide are for general information only, and the language used is not intended to, nor does it create an employment agreement with any individual. Our personnel policies are subject to periodic unilateral change or supplementation without notice in order to meet the changing needs of the Club. Therefore, from time to time, new material will be distributed to insert in The Guide along with a sign off sheet for your signature, verifying you received the change notice. There also may be changes posted on the bulletin board above the time clock and in the Employee break room. THE BASICS A. “At Will” Provision The Guide and its individual policies and guidelines supercede any prior policies, handbooks, manuals, documents, communications or representations, whether written or verbal, concerning all matters herein. It is the policy of TWIN LAKES that all Employees are hired as Employees “at-will”. “At-will” means that either Employee or Employer may freely decide to end the employment relationship for any reason or logic, and without liability for wages or salary, except that which has been earned to the date of termination, with or without prior notice. The material presented in The Guide is not a guarantee of continuing or future employment, and nothing contained herein shall be construed as an employment contract. Although over the course of employment terms and conditions of employment may change, the “at-will” term of employment will not change. No one other than the Owner of TWIN LAKES may enter into any agreement with an Employee contrary to the above; any such contrary agreement must be in writing and signed by the Owner. B. Equal Employment Opportunity TWIN LAKES maintains a policy to provide equal employment opportunity to all applicants and to provide equal employment opportunity and individual growth opportunities to all Employees in accordance with all applicable federal and state laws and Executive Orders as well as all implementing regulations. TWIN LAKES hires, transfers, promotes, compensates, terminates, and makes all other employment decisions concerning applicants and Employees without regard to their race, color, creed, religion, national origin, age, sex, marital status, lawful alien status, non job related physical or mental disability, veteran status, sexual orientation, or other basis prohibited by law. Employment actions are based upon operating needs and individual applicant or Employee merit, including, but not limited to, qualifications, experience, ability, availability, cooperation, and job performance. C. (ADA) Americans With Disabilities Act TWIN LAKES is in compliance with the Americans with Disabilities Act of 1990 (ADA), and promotes the hiring, promotion and retention of persons with disabilities, except when such accommodation would cause an undue hardship to the employer. Employees with disabilities are encouraged to contact the Employee Services Department regarding their disability status and any reasonable accommodation necessary. It is our policy to: Ensure that qualified individuals with disabilities are treated in a non-discriminatory manner in the pre-employment process and that Employees with disabilities are treated in a nondiscriminatory manner in all terms, conditions and privileges of employment. Maintain all medical-related information confidentially in accordance with the requirements of the ADA and retained in a separate confidential file. D. (IRCA) Immigration Reform and Control Act of 1986 TWIN LAKES will hire only United States citizens and lawfully authorized alien workers to be in compliance with the Immigration Reform and Control Act of 1986 (IRCA). Therefore, all Employees must submit proof of citizenship status and a bona fide authorization to work in the United States. Employees working under temporary permits must keep their work status current. It is not the responsibility of TWIN LAKES to notify Employees when their I-9 documents are no longer valid. Whenever there is a status change affecting your work authorization you must notify the Employee Services Department immediately. All Employees are required to complete an “Employment Eligibility Verification” form (I-9) at the time of hire. If you are unable to furnish proper identification, You will be allowed three (3) business days to produce evidence that you have applied for the required identification documents or termination will result. E. Non-Harassment TWIN LAKES prohibits harassment of one Employee by another Employee, Supervisor/Manager or third party for any reason. These reasons are including, but not limited to, age, race, color, physical or mental disability, marital status, veteran status, national origin, religion, and/or sex. Harassment of third parties by our Employees is also prohibited. Harassment includes, but is not limited to, slurs, threats, derogatory comments or visual depictions, unwelcome jokes, teasing, sexual advances, requests for sexual favors, and other similar verbal or physical contact. TWIN LAKES cannot enforce its policy against harassment unless any and all circumstances of harassment our brought to the attention of the Club. Any Employee, who feels he/she is a victim of such harassment, or believes he/she has observed another Employee being subjected to harassment, should immediately report the matter to a Manager or Supervisor on duty. In the event the Manager or Supervisor is the person about which the report is being made, the reporting Employee should make the report to the Owner. TWIN LAKES will investigate all such reports as confidentially as possible. If a report is made in good faith, TWIN LAKES will protect the reporting Employee from retaliation or any other detrimental impact on his/her employment. Adverse action will not be taken against an Employee who reports or participates in the investigation of a violation of this policy. Violations of this policy will not be permitted and may result in disciplinary action, up to and including termination. F. Sexual Harassment Policy Each Employee of TWIN LAKES is responsible for creating an atmosphere free of discrimination and harassment, sexual or otherwise. Further, Employees are responsible for respecting the rights of co-workers and guests. Because of TWIN LAKES strong disapproval of offensive or inappropriate sexual behavior at work, all Employees must avoid any action or conduct viewed as sexual harassment, including, but not limited to; 1. Verbal – Sexual innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions or threats. 2. Non-Verbal – Sexually suggestive objects or a picture, graphic commentaries, suggestive or insulting sounds, whistling, or obscene gestures. 3. Physical – Unwanted physical contact, including touching, pinching, brushing the body or pushing. Sexual harassment is a violation of Title VII of the Civil Rights Act of 1964. Accordingly, TWIN LAKES will not tolerate any person (including Managers, Supervisors, Employees, clients, or vendors), male or female, sexually harassing an Employee. It is our objective to provide Employees with a workplace free from sexual harassment. Such conduct has the purpose or effect of interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. All personnel must comply with this policy and take appropriate measures to ensure that such conduct does not occur. Violations of this policy may result in disciplinary action, up to and including termination. Even one incident may subject the Employee to discipline, up to and including termination as TWIN LAKES will review the incident from the perspective of a reasonable person of the same sex as the person being harassed to determine if the action is offensive. In the case of non-Employees, discipline is not an option and other measures will be considered. Persons who believe they or any other person(s) have been the subject of sexual harassment should immediately report the matter to the Employee Services Department, so that the matter can be investigated and appropriate steps taken. There will be no action taken against anyone who complains of sexual harassment unless such accusation is shown to be intentionally false. Under no circumstances need the individual report the harassment to the person he or she is accusing of sexual harassment. TWIN LAKES, to the maximum extent feasible, will maintain the confidentiality of such complaints. However, the investigation of such complaints will generally require disclosure to various persons on a need-to-know basis. G. Electronic Communication Policy The use of Electronic Communication Systems (such as E-Mail, the Internet, pagers, and cellular phones) is increasing in the work place. Therefore, we have established certain guidelines for use with such mediums. Please note that Electronic Communications Systems and all information and communications transmitted by, received from, or stored in these systems are the property of TWIN LAKES and are to be used by Employees only, for business-related purposes. 1. Provisions Since these systems are property of TWIN LAKES, Employees do not have reasonable expectation of privacy or a personal privacy right in Electronic Communication Systems and related systems. Employees may use Electronic Communication Systems to increase productivity and are to be used for business-related purposes only. The use of an Electronic Communication System for solicitation of any kind, unless Club-sponsored, is expressly forbidden. No Electronic Communication System messages should be created or sent which may constitute intimidating, hostile, or offensive material on the basis of race, color, creed, religion, national origin, age, sex, marital status, or other basis prohibited by law. Our policy against sexual or other harassment applies fully to Electronic Communication Systems, including same sex harassment, and any violation of that policy is grounds for discipline, up to and including termination. All password and related security codes are the property of TWIN LAKES. The sharing of passwords with unauthorized personnel violates this policy. The Electronic Communication System will only be monitored for legitimate business needs. Such monitoring may include, but is not limited to, printing and reading all communications entering or leaving the Electronic Communication System. Employees are expected to comply with all Club policies, which may be applicable to Electronic Communication Systems. These include confidentiality, harassment, scanning for viruses, encryption of data sent across the Internet and the like. Non-compliance with any portion of the above may result in disciplinary action, up to and including termination. H. Electronic Monitoring by Video TWIN LAKES utilizes electronic monitoring and surveillance to monitor Employee’s activities and protect against Employee theft or intrusion by outsiders. This includes video taping/recording of work areas and our Employees while working. These video cameras will not record sound, but only the sight of people on property. Furthermore, these video cameras will be placed in common areas; not to include bathrooms or locker rooms. Employees should not expect privacy with respect to any of their activities while on Club property. HOW TO SETUP CAMP A. Employment Application Any person requesting an application for employment or information relative to job openings available should be referred to the department Supervisor or Manager. Every person seeking employment with TWIN LAKES must complete an application. Applications will be accepted at all times but only interviewed when there is a position available for which the applicant is applying. It is mandatory that all Employees’ working for TWIN LAKES have signed applications in their personnel file. B. New Employee Orientation Each Employee hired by TWIN LAKES will attend an orientation meeting. The purpose of the orientation is to welcome you as a new Employee of TWIN LAKES. All new hire paperwork, policies and procedures, and any questions you may have will be discussed at the orientation. C. Personnel Records and Confidentiality Your completed job application, a resume you may have submitted, reports of references, income tax information, designation of beneficiaries or dependents under insurance programs, and any records of your job performance and progress will be included in your personnel file. Information contained in personnel files and other Employee records are considered confidential Club property and will not be released without legitimate business purpose and proper authorization or as required by state law. An Employee’s personnel file will be kept within the Employee Services Department. Employee personnel files may not be removed from the Employee Services Department, and documents may not be removed from personnel files, except where required by law. Employees are permitted access to their individual personnel files subject to various state regulations and the following: Files may be reviewed at reasonable intervals at Resco Management’s Corporate office during regular business hours only in the presence of the Employee Services Manager at a pre-arranged time. At no time may Employee files or their contents be removed from the Employee Services Area. Employees will be denied access to any file information, which relates to an ongoing investigation that may result in corrective action, termination, or civil or criminal liability. Employees will be denied access to any documentation regarding pre-employment reference checks. Employees are not permitted to examine another Employee’s personnel file, with the exception of Supervisory/management personnel acting within the scope of their responsibility. TWIN LAKES will comply with any validly issued subpoena or court order requiring surrender of an Employee’s personnel records. It is each Manager and/or Supervisor’s responsibility to maintain the security of all Employees’ working files in their possession. TWIN LAKES will not release its personnel files to outside agencies without a valid court order, or other legal instrument and/or requirement to do so pursuant to state law. 1. Personnel Changes It is your responsibility to notify the Club Manager and complete new forms for any of the following changes: Name, Address, Phone Number Person to be notified in case of an emergency Number of exemptions (dependents) Marital Status Updated I9 Documentation We need to be able to get in contact with you. If you move or change telephone numbers let your Manager and/or Supervisor know and he/she will give you an Employee Change Form to complete for the Employee Services Department. If you do not have a telephone, we need to have a phone number of a relative, a neighbor, a pager or a cellular phone so we can reach you. It is very important that you keep this information current and accurate or your paycheck may be delayed. D. Time Clock The time clock is located in the Employee Break area. All hourly Employees are required to punch in and out on the time clock. The accuracy of the time reported is the responsibility of the Employee. The time clock calculates your hours worked each week rounded to the nearest ¼ of an hour. Failure to use the time clock may result in hours that are incorrect or not reported at all. If there is an error made or the time clock is not working, notify your Supervisor or Manager as soon as possible. Employees are required to be in uniform when they punch in and expected to be within their work area at their scheduled time. Failure to follow these procedures will lead to progressive disciplinary action. It is a violation of Club policy to punch another Employee’s time card or sign another Employee’s name and hours on a sign-in sheet. This violation may result in immediate termination for both parties involved. Your Supervisor or Manager is responsible for maintaining proper staffing during working times. If it becomes necessary for you to leave the Club for any reason during your working time, you must request permission from your Supervisor or Manager before you leave and check back in with them as soon as you return. If an hourly Employee leaves the Club for any reason, they must clock out when they leave and clock in when they return. Failure to notify your Supervisor or Manager when leaving the Club and/or failure to clock out when leaving the Club during your working time, may lead to progressive disciplinary action. E. Workweek The workweek is Monday through Sunday. F. Payday Payday is every Friday. This pay will be for the work you performed the week ending prior to the payday. Paychecks can be picked up at the Twin Lakes Receptionist Desk on Friday between the hours of 1:00 and 4:00 p.m. Employees must pick up their own paychecks and sign for them. No one will be allowed to pick up a paycheck other than their own. All paychecks not picked up on Friday will be mailed. Please be cognizant of the business of the Club when picking up your check as to not disturb Supervisors/Managers during busy meal times or during functions of the Club. You are encouraged to review your paycheck carefully for errors. The endorsement of your check is verification that the hours and the pay you received on your check for that week are accurate. If there are discrepancies on your check, please report them to your Supervisor or Manager who will investigate the discrepancy. Any necessary adjustments will be made and reflected in your next paycheck. It is your responsibility as an Employee, to be sure deductions for voluntary programs are correct. For example, if you have elected optional disability insurance coverage, and no deductions are made, you may not be insured. In such a case, you must contact the Employee Services Department immediately for assistance. Payroll checks that are lost, stolen, destroyed, etc. can be reissued by signing a Lost/Stolen Check Affidavit in the Employee Services Department. A fee of 10%, up to $25.00, must accompany this Affidavit. Checks will be issued in the next payroll run. G. Payroll Deductions TWIN LAKES is required by law to make certain deductions from your paycheck, such as withholding of income taxes and Employee contributions for Social Security and Medicare. Other deductions for Club-sponsored programs, such as short or long term disability, charitable contributions, or any other additional insurance program will be made only upon your authorization. These deductions are all shown separately on your paycheck stub. If you have any questions on deductions or on the computation of pay, please contact the Employee Services Manager. The amount withheld from your check for income taxes will depend on the number of dependents you recorded on the withholding statement (W4) you completed at the time of hire. If you want to change your dependents, see your Supervisor/Manager for a new withholding statement (W4) form. We want to point out that federal law provides that you may not claim more dependents on your withholding statement (W4) than you actually have; however, it is permissible to claim a lesser number. H. Lunch/Breaks A half-hour lunch/break will be deducted from each Employees time for every six (6) hour or more shift that is worked. The Employee break room is designated for staff meals and breaks. No food or drinks should be removed from this area. All Employees are expected to clean up after themselves and keep this area neat and clean. I. Absenteeism and Tardiness You are responsible to be present for work when scheduled by your Supervisor or Manager. The schedule is made out in advance to accommodate our guests and when you are unable to report to work, it takes a lot of time to adjust the schedule to make sure there is enough staff for the day. When you are tardy or absent from work it upsets the entire “team” you are working with. Each Employee depends on the other to provide the best service to our guests. We understand if you are sick and are unable to come to work. It is essential if you cannot be at work or you know you are going to be late, you must call in as soon as possible but no later than three (3) hours before your shift or workday begins. You will be required to explain why you cannot report to work and when you expect to be able to return to work. Unless the Employee is physically unable to do so, he/she is responsible to call in each day they are going to be absent unless their Supervisor or Manager approves a leave of absence. Calls left in voice mail, or calls made by a friend or by a family member may not result in an excused absence and may result in disciplinary action. All absences of two (2) consecutive days or more will require a doctor’s note to return to work. “No call” or “no show” for two (2) consecutive days is considered a voluntary resignation. In the event you are unable to contact your Supervisor or Manager, you are to contact the Club Manager or Director of Golf through the main telephone number (248) 650-4550. J. Personal Phone Calls and Visitors If it is absolutely necessary for you to make a personal phone call during work hours, you must use the pay phone. Employees should not receive incoming phone calls except in the case of an emergency. Similarly, you should not receive personal visitors during working hours. If an emergency requires that you receive a visitor or make a personal phone call during working hours, please discuss with your Supervisor or Manager. K. Employee Meetings and Training Employees that are required to attend meeting and training programs will be paid for their attendance. Meetings and training programs are part of your job and you are expected to attend just as you are expected to report to work as scheduled. Missing a meeting or training program is like being absent from a scheduled shift. Employee evaluation and training programs will be offered to you throughout the course of your employment covering topics specific to your job duties or the hospitality industry as well as general Club policies and procedures. L. “Open Door” Communication TWIN LAKES has found that a spirit of helpful cooperation and mutual understanding among all Employees goes a long way toward achieving job satisfaction, a pleasant working atmosphere and efficient day-to-day operations. In any Club, problems and misunderstandings will arise from time to time. Good, two-way communication between Employees and Supervisors and/or Managers is the best way to avoid serious problems and to resolve them when they occur. We want to encourage an “Open Door” Policy to foster face-to-face communication between you and the Supervisors and/or Managers. If we take care of the small problems, they will not become large ones. While these meetings should be by appointment, you may ask to see your Supervisor and/or Manager at any time. We encourage you to discuss problems of any kind with your Supervisor or with Management and we have established the following procedure to assure that this policy will be carried out: First: You should discuss the problem or your complaint with your Supervisor. He/she will give you proper consideration to any subject that you may present to him/her and will make any effort to arrive at a satisfactory solution. Second: If you are not satisfied with the Supervisor’s decision, he/she will, at your request, arrange to have your problem presented to the Club Manager. Note: If at any time you feel that a discussion of a subject would be embarrassing to your Supervisor, you may go directly to the Club Manager, who will handle the matter in place of your Supervisor. M. Suggestions and Ideas All TWIN LAKES Employees are encouraged to provide us with any suggestions or ideas that you would like management to consider. We feel your suggestions and ideas will help all of us work together more as a team and provide better service. There will be a locked suggestion box located in the Employee break room to put any suggestions and ideas you may have. The Owner is the only person who will have the key and will periodically collect the suggestions and ideas from the box. N. Standards of Conduct As an Employee of TWIN LAKES you are expected to conduct yourself in a manner that will reflect positively on you as well as your fellow Employees and the Club. Although you are expected to use good judgment in all matters of personal conduct while you are working, the following are examples of some, but not all, policy violations, which will result in progressive disciplinary action that may include termination: Failure to perform your job duties in a responsible manner. Failure to abide by all present policies and procedures. Making or receiving unauthorized personal phone calls. Employees must confine their presence to the areas of their job assignment. It is not permissible to roam the halls at will or to visit other parts of the Club, parking lots or outside facilities without the permission of a Supervisor and/or Manager. Failure to utilize the designated Employee parking area and designated Employee entrance for your position. Failure to keep work areas clean and neat. Unauthorized absence or tardiness. Removal of any property from premises without authorization from the Club Manager. Excessive absenteeism or tardiness even if approved. Hitting, pushing, or otherwise striking another person, or any other disorderly conduct while on TWIN LAKES property or on Club time. Participation in unsafe acts, which could result in injury to guests, Employees, or Club property. Employees are to avoid fraternizing with guests. If invited, you should graciously express gratitude, but decline by explaining it’s against Club policy. Courtesy and consideration are vital parts of the industry. Discourtesy and rudeness to guests or other Employees will not be tolerated. Eating or drinking in unauthorized areas. Smoking in unauthorized areas. Possession of firearms or other weapons in the building or on the grounds. Refusing to comply with assignments, follow instructions from your Supervisor and/ or Manager, or any other act of willful insubordination. Possession or use of drugs on the property during working hours including the consumption of alcoholic beverages, narcotics or other drugs except those for which you have a doctors prescription. Reporting for work while under the influence of alcoholic beverages, narcotics or other drugs. Gambling or promoting gambling on Club property. Employees are not permitted to attend any functions being held on the Club’s property without consent from a Supervisor and/or Manager. Failing to report any personal injury to you, a guest or failure to report property loss or damage. Violation of rules against solicitation. Failure to maintain proper work authorization and/or immigration status. Any Employee caught sleeping on the job may be terminated immediately. These standards are by no means all-inclusive. Violation of any verbal and/or written policies and procedures of TWIN LAKES or its property may result in discipline up to and including termination. Any and all financial statements, marketing information etc. are to remain the property of TWIN LAKES. All classified proprietary information belongs to TWIN LAKES and no one else is allowed to release information they ascertain from any reports, (i.e. annual plan, operation plan, daily revenue, daily payroll, annual marketing plan, monthly commentary, quarterly information, performance reviews, forms, manuals, property reviews and checklists etc.). No one is allowed to make copies for their personal use or take any information with them upon termination. The Proprietary Information Act subject to legal action covers violators. No one is permitted to remove from the property any of the above listed proprietary information at any time. O. Uniforms/Dress Code The standards of appearance detailed below are general Club standards. Individual departmental requirements may vary slightly and your Supervisor or Manager will discuss them with you. Each Employee’s personal appearance is vital, not only for personal pride, but also as a first impression for our guest. Employees are expected to maintain a neat, clean and pleasing appearance at all times. Employees are hired based on their appearance at the time of the interview. If any time after the date of hire, the standards of appearance are not met, progressive discipline and/or termination may result. In many areas, uniforms are required. Employees who are not required to wear a uniform must dress in a professional, business like manner. Inappropriate clothing such as open-toed shoes and blue jeans is not permitted in any area of the Club. Jewelry is to be conservative and tasteful. Men are not to wear earrings. Gum chewing and smoking while on duty is also not permitted. Good personal appearance standards are required; it is of the utmost importance that all Employees maintain high standard in grooming and personal hygiene. An excessive amount of perfume or cologne may be offensive to those around you so please use discretion. Your department may have additional appearance and dress regulations that will be explained to you by your Supervisor or Manager. 1. Men Hair should be neat, clean, free from excessive oils and trimmed. Hair length, style and color should be appropriate to your job. Variations on any hairstyle, which project an unprofessional appearance, should not be worn while working. However, natural hair appearance will not be restricted if a business like wig is worn. Sideburns should not extend below a line running from the corner of the mouth to the back of the jaw and should not appear exaggerated in size and shape. Mustaches and beards should be clean and neatly trimmed. Facial hair must be well groomed. 2. Women Hair should be clean and neatly combed. Hair length and style should be appropriate to your job. Hair should not fall on the face or obstruct eye-to eye contact at any time. Longer hairstyles must be pulled back. Variations on any hairstyles or hair coloring, which projects an unprofessional appearance, should not be worn while working. Make-up should be appropriate for the work setting and the time of day. It should be used in moderation and should convey an unexaggerated, natural appearance. Fingernail polish should be a natural or business-like shade and, if worn, should not be chipped. Nail length should be kept moderate at all times. 3. Dress Standards This is a general description of dress standards for TWIN LAKES Employees. Your Supervisor or Manager will give you additional dress standards, if any, for working in your department. All Employees of whom a uniform has been designated must wear the uniform. It must be kept neat, clean, and pressed at all times. All Employees are responsible for the condition of their uniform and are expected to maintain their uniform in accordance with departmental policy. Non-uniformed Employees should dress in good business taste and in clothing appropriate to their job. “Good business taste” does not include blue jeans, tank tops, midriffs, halter-tops, or other generally recognized “casual” sportswear. Dress or skirt length should be appropriate for business wear. Shoes should conform to the approved safety standards or present a business-like appearance. Unless they are part of the uniform, athletic shoes such as tennis shoes and sandals are unsafe and unprofessional in appearance and are not permitted. The Occupational and Safety Hazard Act requires safety shoes to be worn in certain areas of the Club. Your Supervisor or Manager will inform you if you are affected by this requirement. No Employee should wear a cap or hat unless it is issued as a part of the uniform. Jewelry should be worn in moderation. Jewelry, other than club issued pins or nametags, may not be affixed to the uniform. Women should not wear long, dangling, gaudy earrings, necklaces, or bracelets. Men should not wear any type of earrings nor other long dangling or gaudy necklaces or bracelets. Sunglasses are for outside daytime use only unless medically required. If in doubt of the dress code and grooming standards, please consult your Supervisor or Manager for guidance. 4. Name Tags All Employees are required to wear nametags whenever they are on duty. You will be provided with a nametag at no cost when you are hired. Lost or damaged nametags must be reported at once so that a new one can be made. The cost of a new nametag may be deducted from your paycheck (as applicable by law). P. Pagers & Personal Cellular Phones Use or carrying of cellular devices & pagers during your scheduled work time is not permitted. Only cellular phones & pagers distributed by TWIN LAKES may be worn during work time. Q. Restrooms Employee restrooms are for the exclusive use of TWIN LAKES Employees. Public restrooms are for guest use only. Uniformed personnel are not to use guest restrooms. Violation of this policy may result in progressive disciplinary action. R. Employee Entrance & Parking All Employees should enter and leave the Clubhouse through the Employee/Service entrance. You are to park in the area designated for Employees (northwest end of the lot in front of the clubhouse). LOCATION ON THE MAP AND HOW MUCH FISH YOU WILL CATCH A. Rates of Pay You and your Supervisor or Manager has established a set rate of pay for your employment. When an Employee is entitled to an increase in pay, the increase will be effective on the first pay period following the date of the increase. No automatic rate changes will be made in the middle of a pay period. Generally speaking, your Supervisor or Manager will give you a performance evaluation prior to any increase being given. Discussion of pay rates can be destructive to the morale of Employees and should remain strictly confidential. Always be aware and cognizant of where you review your paycheck! Any discussion thereof may lead to progressive disciplinary action and/or termination. B. Overtime Pay It is TWIN LAKES’ policy to pay hourly Employees at the rate of time and one-half for all time actually worked in excess of forty (40) hours per week. For purposes of computing overtime, the workweek begins on Monday and ends on Sunday. Overtime will be assigned in those situations where the Supervisor or Manager in charge is convinced that the work is essential in order to meet established schedules or deadlines. The department the Employee is working in at the time his/her hours become overtime hours is the department that will be charged for the overtime. A Supervisor or Manager must approve all overtime hours worked. C. Evaluation Period New Employees have a thirty (30) day evaluation period. The evaluation period gives the Employee an opportunity to demonstrate the skills, abilities and attitudes necessary to fill positions for which they are employed, at the same time, the Club learns more about the Employees’ abilities and interests. Once in a while, a new Employee may feel working in the Club industry is out of their line of work, or perhaps TWIN LAKES may feel an Employee is not well suited to their new job. In either case, we should know within the thirty (30) day evaluation period. After completion of the thirty (30) day evaluation period, a performance review will be given. During this review, Employees and Supervisors and/or Managers will discuss the Employees future with TWIN LAKES. The Club may discharge an Employee at any time during or after the evaluation period based on poor performance, conduct or violations of policy and/or law. In addition, all Employees are subject to the “at-will” provision contained in Section IV A of this handbook. D. Employee Classifications 1. TWIN LAKES has established two (2) classifications of Employees: a. Full-Time TWIN LAKES defines Full-time Employees as any salaried or hourly personnel who works an average of thirty-six (36) or more hours per week, nine (9) months or more of a calendar year. b. Part-Time or Seasonal TWIN LAKES defines Part-time or Seasonal Employees as any hourly person working less than thirty-six (36) hours per week or averaging thirty-six (36) hours or more per week for less than nine (9) months of a calendar year. Part-time or seasonal Employees are not eligible for full-time benefits. E. Job Performance Review In addition to a job performance review given upon completion of the evaluation period (thirty (30) days), Employees will receive a review approximately ninety (90) days after their date of employment. Job classification changes will also require performance reviews after ninety (90) days. The reviews will coincide with the anniversary date of the new position. Reviews are designed to determine overall Employee performance. Pay raises may or may not be issued at the time a job performance review is given. Pay raises are based on merit and are not automatic. Wages and salaries are confidential and should not be discussed with other Employees. Failure to abide by this policy may lead to progressive disciplinary action and/or termination. F. Promotions TWIN LAKES fills job vacancies by the promotion of qualified Employees from within the Club whenever possible. If you are interested in transferring to another department please advise your Supervisor or Manager and the Club Manager. Your Supervisor or Manager’s recommendations as well as your qualifications and work history will be considered. There are also incentive and bonus programs in place for Employees, based on recognition of performance, merit, and exceptional service. G. Salary Advances The Club has an established rule against salary advances. H. Tips Employees are required by federal law to report all tips to their employer. Tips are a part of your taxable income. Failure to report such income can result in substantial fines and penalties by the Internal Revenue Service (IRS). All tipped Employees must claim tips through the time clock system when they punch out for their shift. If the time clock system is unavailable, tips must be written down and given to his/her Supervisor or Manager at the end of the shift. Accurate tip reporting documentation and regular payment of all taxes is the best way to avoid the chance you might have to defend yourself in tax court. I. Employment Verification and Requests All outside requests for information on present and former Employees of TWIN LAKES shall be directed to the Employee Services Manager. Under no circumstances should any Employee, Supervisor or Manager give out any information concerning Employees. Employee personnel information is strictly confidential. It is our policy to release only dates of employment and position held while employed with the Club. To obtain a written verification of your employment and/or salary, or other personal data, a written request must be given to the Employee Services Manager. If you wish the Club to respond to outside inquiries for information other than dates of employment and position held, you must request the Club to do so in writing and also provide a release to the Employee Services Manager. J. Separation of Employment In the event you are separated from employment, voluntarily, or involuntarily, TWIN LAKES will comply with all applicable laws and regulations regarding any monies due to you. Whenever possible, you are asked to give two (2) weeks notice to your Supervisor or Manager of your intention to leave your job. Failure to give two (2) weeks notice will be considered if you reapply for employment with TWIN LAKES and may result in “ineligibility for rehire” status. Employees who leave in good standing will be given consideration if they wish to work at a later date. At the time of your departure, you may be requested to complete an exit interview and termination checklist with the Club Manager or the Employee Services Manager. Among the matters to be taken care of at this time are the following: Return of all property belonging to TWIN LAKES prior to the preparation of your final paycheck. This includes keys, uniforms, pagers, cellular phones, credit cards, books, and a time card if one was issued. There will be a $10 deduction taken from your paycheck (as applicable by law) for any time card not returned. Your final paycheck cannot be released until all property has been returned. Explanation of how your benefits, if any, may be continued. Full-time Employees who have health insurance coverage will lose coverage on the last day worked. Congress has passed a law generally known as COBRA. Under this law, you will be given an opportunity to continue your health insurance (See Benefits Section VII H in this handbook). After one (1) year of full-time employment, the employee may be eligible for separation/severance compensation. ADVANTAGES OF THIS ADVENTURE TWIN LAKES maintains insurance programs for the benefit of its full-time Employees. The Club reserves the right to provide these benefits through the use of group insurance policies purchased from insurance carriers or through self-insured plans, or both. The Club may from time-to-time increase, decrease or change the benefits or insurance programs or the method of funding the insurance programs, including changing deductibles, requiring co-payments or sharing of premiums, etc. for such programs for current Employees or for current or future retirees. Employees are provided with “Summary Plan Descriptions” which set forth the rules for eligibility for various benefits, the costs, if any, to the Employee, and benefits available. You should read these “Summary Plan Descriptions” carefully. All insurance programs are maintained pursuant to group insurance policies or self-insurance plans. These plans are quite detailed. The “Summary Plan Descriptions” are designed to summarize these detailed plans so that we can all understand them and know what benefits are available to us. You should be aware, however, that eligibility for benefits, the type of benefits, and the amount of benefits are determined by those group policies or self-insurance plans, then the group policies and the self-insurance plans will be controlling. Any questions you have about any insurance plans should be addressed to the Employee Services Manager. A. Vacation Full-time Employees are eligible for two (2) weeks paid vacation after one (1) year of continuous service. One week of vacation must be taken over the winter months between January and February. The other week may be used throughout the season but must be used in daily increments. All vacation requests must be submitted in writing and approved by your Supervisor/Manager at least four (4) weeks prior to leaving on vacation. Although every effort will be made to accommodate your requests to take vacation at a specified time, your Supervisor/Manager is required to consider the needs of the Club when evaluating vacation requests. Unused vacation will be lost if not taken by the Employee’s anniversary date. If an Employee ends employment prior to one (1) year of service, all vacation is lost, and any granted vacation will not be paid out. B. Sick Days Full- time Employees are eligible for five (5) paid legitimate sick days annually after their thirty (30) day evaluation period has been fulfilled. The days will be accrued a half (1/2) day per month. You must call in to your Supervisor or Manager three (3) hours before your shift or workday begins. Failure to do so may result in a loss of benefits. Unless the Employee is physically unable to do so, the Employee must directly speak to their Supervisor or Manager themselves, and not have someone call in for them. Calls left in voice mail, or calls made by a friend or by a family member may not result in an excused absence and may result in disciplinary action. You must call in each day of the absence unless your Supervisor or Manager approves a leave of absence, in advance. All absences of two (2) or more consecutive days will require a doctor’s note to return to work. Sick days are not carried over into the following calendar year and will not be paid in lieu of carryover. C. Bereavement Leave Full time Employees will receive paid time off when there is a death in the immediate family. A maximum of three (3) days will be given with pay, to attend the bereavement of an immediate family member. More time without pay will be given in cases of necessity, approved by the Club Manager. Paid time off for family relatives, other than immediate family, of one (1) day is available to actually attend the bereavement. Immediate family members include father, mother, brother, sister, spouse, children, and grandparents. All others will be reviewed on a case-by-case basis. D. Golf Privileges All TWIN LAKES Employees are encouraged to take advantage of our wonderful golf course. The following rates will apply when using our golf course: 1. Employees receive one playing pass for every eight hours worked. The pass is good for one round of golf (cart fees extra) (Passes are good for one month from the issued date.) 2. Employees may hit a large bucket of balls on the range for the price of a small bucket after each shift, if space permits. Conditions of the Privileges are as follows: 1. Time Frame Passes may be used during the following times if space is available (no exceptions): Monday – Friday: after 1:00 pm Saturday – Sunday: after 2:00 pm Holidays: after 2:00 pm Employees must receive an Employee Golf Pass from their Supervisor/Manager and present it to the Golf Shop before enjoying any golf privileges. 1. Attire a. Dress Slacks or shorts (No jeans, jean shorts or cutoffs) b. Collared Shirts (No tee shirts, tank tops, halter tops or swim suits) c. Spikeless golf shoes or tennis shoes d. TWIN LAKES uniforms are not to be worn This dress code is strictly enforced so please advise your guests to avoid any conflict or embarrassment to yourself or your guests. Proper conduct is expected from all Employees and their guests at all times. Passes are only redeemable for play by the employee, no one else may redeem the pass. All players must check in with the starter before teeing off. Failure to abide by all the conditions listed above may result in termination of golfing privileges. E. “Employee Appreciation Days” Twice a year, TWIN LAKES will have “Employee Appreciation Days”. These days may include free meals, golfing, and/or other recreational activities. The management staff plans these days and notices will be sent out to each Employee and posted on the bulletin board by the time clock and the Employee break room. F. “Employee of the Month” Award Each month, Management will nominate an Employee in their department for an “Employee of the Month” award. This award may be given for such reasons as providing exceptional service, being a “team” player, being prompt in attendance, doing something “above and beyond” the regularly scheduled duties, and for other similar reasons. All departments will submit their nominees and one (1) will be chosen among the TWIN LAKES Management to win the award for that particular month. The winner receives: 1. A parking space for the entire awarded month close to the building posted “Employee of the Month”. 2. A gift that will be presented to the Employee by his/her Supervisor or Manager. G. Dining Discount We would like to encourage our Employees to use our facility for dining entertainment for themselves, as well as, their family and friends. The following discounts will apply when Employees use the facility for entertainment. If an Employee wants to dine on their own they will receive a 50% discount (Excluding tax, gratuity, and alcoholic beverages). If Employees bring in family and friends to dine with them, the Employee will receive their meal for free (Excluding tax, gratuity, and alcoholic beverages). The Employee’s meal for free must be of equal or lesser value in order to qualify as a “free meal”. Employees are to support the current price program when attending Specialty Nights and/or Brunches. H. Health Insurance All full-time Employees are eligible for a choice of two group insurance plans that provide health, dental, and vision. The group plans that TWIN LAKES currently has to offer are the: Blue Care Network HMO Plan, Blue Cross/Blue Shield PPO Plan, First Commonwealth HMO, First Commonwealth Dental PPO, and VSP Vision. The insurance becomes effective thirty (30) days from the date of hire to the 1st of the following month. You will receive “Summary Plan Descriptions” and “Directories of Participating Physicians” for both plans prior to your eligibility date to help with your decision making on choosing the plan that best fits your needs. You will also receive “Premium Cost-Sharing Sheets”, if required, detailing the weekly pre-tax deduction that will be required on your behalf to join either plan. Copies of the “Summary Plan Descriptions”, the Premium Cost-Sharing Sheets” and the Directories of Participating Physicians” can be obtained from the Employee Services Department. I. AFLAC (American Family Life Assurance Company) Full-time Employees will be eligible to enroll in optional insurance plans that can be deducted as pre-tax deductions. Eligibility is thirty (30) days from your date of hire to the 1st of the following month. Some of the optional insurance plans are cancer, hospitalization, and intensive care. Disability and Life Insurance are also available but cannot be deducted as pre-tax deductions. J. COBRA (Consolidated Omnibus Budget Reconciliation Act) When you or your enrolled dependents are no longer eligible for regular coverage under our health, dental and vision insurance plans, you may be eligible for continued coverage if you pay the monthly premium for the coverage plus a 2% administrative fee. This is guaranteed to you under the Consolidated Omnibus Budget Reconciliation Act (COBRA) if: You were covered under the group plan at the time of the qualifying event You are not eligible for Medicare You are not covered by another health care plan You have not applied to convert your group coverage to an individual policy 1. Qualifying Events You have the right to choose COBRA if you lose your group health insurance because of the reduction of hours in employment or the termination of your employment (voluntary or involuntary) for reasons other than gross misconduct. A covered spouse or dependent child has the right to choose continuation coverage (COBRA) if coverage is lost for any of the following reasons: Your death Termination of your employment or reduction in hours of employment Divorce or legal separation You become eligible for Medicare, or Your child is no longer considered a “Dependent Child” under our policy TWIN LAKES is required to notify the “qualified beneficiary” that COBRA privileges are available. Following the notice or actual loss of coverage (whichever occurs later) there is a sixty (60) day election period in which the qualified beneficiary may choose to continue group coverage for the continuation coverage period. Within forty-five (45) days of the election, the qualified beneficiary must pay the initial premiums, which are retroactive to the date of the qualifying event. 2. Discontinuance of COBRA COBRA coverage may be discontinued when: The company no longer provides insurance coverage to Employees You do not pay your monthly premium on time You or your dependents become covered under another group health plan that does not include any pre-existing conditions clause that applies to you or to a covered dependent You become covered under Medicare Payments of Premium is failed to be made COBRA payments are due on the first of each month. Payment by check or money order must be sent to the Employee Services Department. The law provides a thirty (30) day grace period for premium payments; however, repeated late payments or checks without sufficient funds might result in the loss of coverage. K. Worker’s Compensation An Employee suffering from a work related illness or disability might be entitled to worker’s compensation. When you are injured on the job, TWIN LAKES has a duty to provide medical treatment. To protect your eligibility, you must immediately report your injury to your Supervisor or Manager on duty. If you are injured in the parking lot while you are leaving work, you are to return to work and report the injury. If you are involved in an accident at the Club, but do not think you are hurt, you must still immediately report the accident. There is always a possibility some aches or pains from the accident may show up at a later time and we must have a report of the accident to show the original date of injury. When reporting an injury, you must complete a “Non-Compensable Injury” form with your Supervisor or Manager. If you call in at night with pain, you must complete the form the following day. There is no excuse for not reporting an accident when it occurs. Failure to do so may result in termination. If medical treatment is necessary, your Supervisor or Manager on duty will give you an “Authorization for Treatment for Work-Related Services” to take with you to our designated Clinic. Do not go to any doctor or clinic other than the one TWIN LAKES has designated unless it is an emergency. We have an account with a certain clinic and that is whom we work with on worker’s compensation claims. L. Meals/Beverages Full- time and part-time/Seasonal Employees can purchase meals from a discounted Employee Meal Menu. If an Employee does not want to order from the Employee Meal Menu and chooses to order off the regular menu, he/she can do so at the posted menu price. Employees are entitled to complimentary fountain soda and coffee during breaks and with Employee meals. No can or bottled beverages are included. All Employee lunches, dinners and breaks are to be taken in the Employee break room. All Employees are expected to clean up after themselves and keep this area neat and clean. Violation of this policy may lead to disciplinary action. M. Lockers and keys The Supervisor or Manager will issue authorization for uniforms, lockers and keys. Uniforms shall not be worn outside the Club property except when traveling between home and work. Employees may not alter uniforms without the consent of the Supervisor or Manager. Nametags and/or guest service buttons are a part of the uniform and must be worn by all Employees. Failure to do so may result in disciplinary action. Lockers will be provided when available. The Supervisor or Manager will issue lockers. Keys and uniforms need to be returned to the Supervisor or Manager when an Employee is separated from employment. The Employee must pay a fee if a key is lost or not returned (as applicable by law). Personal locks are not permitted on Club lockers. All lockers are subject to inspection at any time to insure that unsafe or unauthorized items are not stored in them. N. FMLA (Family Medical Leave Act) INTRODUCTION In general, the Family & Medical Leave Act ("FMLA") of 1993 entitles certain eligible Employees to take up to twelve weeks of unpaid leave per year. The law allows Employees who are covered under the act to take unpaid leave for the following reasons: The birth of a child of the Employee The placement of an Employee’s child for adoption or foster care The caring by an Employee for a spouse, child, or parent with a serious health condition The serious health condition of the Employee, which causes the Employee to be unable to perform their job function. As explained more fully below, not all Employees are "eligible Employees" entitled to FMLA leave and those Employees who are eligible must satisfy certain obligations in order to qualify for leave. This policy is intended to provide Employees with a general understanding of their rights under the FMLA, as well as their obligations and the consequences of their failure to meet these obligations. Any questions concerning the applicability of the FMLA to a particular Employee or a potential leave situation should be addressed to the Employee Services Manager. ELIGIBILITY REQUIREMENTS Eligible Employees Not all Employees are entitled to unpaid FMLA leave. Only those full and part time Employees who have been employed by TWIN LAKES for at least one year and who have worked at least 1,250 hours in the twelve months immediately prior to the requested leave are "eligible Employees" entitled to request FMLA leave. If you are uncertain whether or not you meet these requirements, you may contact the Employee Services Manager for a determination of your eligibility. Notice & Application Requirements If an eligible Employee desires to take unpaid FMLA leave he or she must provide advance notice to their Supervisor and/or Manager and the Employee Services Manager, and, under certain circumstances, schedule the leave so as not to disrupt the Club’s operations. If the need for FMLA leave is foreseeable, an eligible Employee must provide thirty (30) days advance notice. If the need for FMLA leave is not foreseeable, an eligible Employee must provide notice as is practicable under the circumstances. If the medical leave is foreseeable, and is based on planned medical treatment, eligible Employees must make a reasonable effort to schedule the treatment so that it will not disrupt operations of the Club. If the leave is foreseeable and the Employee does not give advance notice, the Club may postpone the leave for up to thirty (30) days in order to arrange coverage for the Employee’s position. Medical Certifications An eligible Employee who requests FMLA leave to care for a seriously ill child, parent or spouse, or due to the Employee’s own serious health condition, must, upon request, provide the Club within fifteen (15) days, a certification issued by the appropriate health care provider which verifies the serious health condition and the need for FMLA leave. A certification form for this purpose is available from the Employee Services Manager. An eligible Employee’s request for FMLA leave may be delayed or denied for failure to provide all of the information requested on the certification form. TWIN LAKES may also require certification from the health care provider every thirty (30) days. Certification may be required more frequently if the eligible Employee requests an extension of leave, circumstances described in the original certification have changed, or the Club receives information which casts doubt on the continuing validity of the original certification. Moreover, if TWIN LAKES has reason to doubt the validity of any medical certification, it may require the Employee or his or her family member to obtain a second opinion, at the Club's expense, from a neutral health care provider of the Club's choosing. If the opinions of the Employee’s and the Club’s designated health care provider conflict, the Club may request a third and final binding opinion, at the Club’s expense, from a health care provider agreed to by the Employee and the Club. Status Reports In addition to periodic medical certifications, the Club may also require Employees on FMLA leave to periodically report to the Employee Services Manager concerning the Employee’s status and intent to return to work. SPECIAL RULES AND LIMITATIONS Total Amount of Leave In general, eligible Employees are entitled to take up to twelve weeks (12) of unpaid FMLA leave during any "leave year". The "leave year" is measured backward from the date FMLA leave is used. Employees are not required to take the total annual FMLA leave all at once. Each time an eligible Employee takes FMLA leave, the remaining leave entitlement would be any balance of the twelve weeks (12), which has not been used during the prior twelve (12) months. For example, if an Employee has taken eight weeks (8) of FMLA leave during the past twelve-month’s (12); an additional four weeks of leave could be taken. The leave for birth or placement of an Employee’s child must conclude within the twelve (12) months beginning on the date of birth or placement. For birth or placement of an Employee’s child, an Employee must take the leave all at once. Leave for this case may not be taken on an intermittent basis or reduced work schedule unless agreed upon by TWIN LAKES and the Employee and this schedule will not unduly disrupt the Club’s operations. A serious health condition is defined as follows: One in which requires inpatient care in a hospital, hospice, or residential health care facility, or requires ongoing treatment or supervision by a health care provider which prevents the Employee from being able to perform his/her job duties or prevents a family member from being able to care for themselves. (A family member is defined as follows: parent; spouse; a biological, adopted, or foster child; a stepchild; a legal ward; or a child for whom the Employee assumes and discharges parental responsibility (who is either under eighteen (18) years of age, or eighteen (18) or older and incapable of self care because of mental or physical disability), or other relative (child, grandmother, grandfather) for whom the Employee assumes financial responsibility). If both spouses are employed by the same employer and want to take leave for the birth or adoption of a child, or for the care of a seriously ill parent or child, the combined leave for the husband and wife is limited to twelve (12) work weeks in any twelve (12) month period. Intermittent and Reduced Leave Schedule Under certain circumstances, eligible Employees may take FMLA leave "intermittently" or on a "reduced leave schedule". "Intermittent leave" means leave taken in separate blocks of time due to a single illness or injury. For example, intermittent leave includes leave taken in blocks of several hours at a time on an occasional basis for medical appointments, or leave taken several days at a time for treatments such as chemotherapy. A "reduced leave schedule" means changing an Employee’s regular hours of employment, usually from full time to part time for a given period of time. For example, a "reduced leave schedule" would be appropriate for an eligible Employee who is recovering from a serious health condition and who is not strong enough to work a full time schedule. Intermittent or reduced schedule leave must be taken in units of at least an hour and may only be taken to care for an eligible Employee’s child, parent or spouse with a serious health condition or for the Employee’s own serious health condition. Such leave may not be taken for the birth, adoption or placement of a child. If intermittent or reduced schedule leave is requested for a foreseeable medical treatment, then such treatment must be scheduled, whenever possible, so as to avoid unduly disrupting the Club’s operations. Transfer During Intermittent or Reduced Schedule Leave Where an eligible Employee requests intermittent or reduced schedule leave, the Club may temporarily transfer the Employee to an alternative position for which the Employee is qualified which better accommodates the leave than does the Employee’s regular position. The alternative position may not involve equivalent duties, but it will involve equivalent pay and benefits. Substitution of Paid Leave Generally, FMLA leave is unpaid. Under certain circumstances, however, eligible Employees may elect, or the Club may require the substitution of certain types of accrued paid leave for part or all of the requested FMLA leave. Paid vacation or personal leave may be substituted for any FMLA leave. Paid sick leave or family leave may be substituted for FMLA leave only when the situation justifying the FMLA leave would be covered by the sick leave or family leave policy. Employee Discipline Any Employee who, in connection with a request for FMLA leave, makes a false representation to the Club or to the health care provider or who submits false or misleading documents in connection with a leave request, is subject to discipline, up to and including termination. EMPLOYMENT BENEFITS AND PROTECTION Benefit Requirements during Leave During FMLA leave, the Club will continue to provide to an eligible Employee group health plan benefits under the same terms as provided to the Employee prior to taking leave. An eligible Employee, however, is responsible for the premium contribution normally deducted from their payroll check, if any at or before the time their share would normally be withheld from a paycheck. An Employee who fails for more than thirty (30) days to pay for his or her share of the health insurance premium will be dropped from coverage during their remaining FMLA leave. If during FMLA leave an eligible Employee desires to maintain any additional benefits such as life insurance or disability insurance, he or she must pay the entire premiums for such benefits. While on unpaid leave, all premium contributions must be paid timely by TWIN LAKES Employee by check. Right to Reinstatement Employee vacation and sick leave benefits will not accrue during the unpaid leave. Furthermore, Employees will not be paid for holidays that occur during the leave. In addition to health care coverage, Employees will not lose any other employment benefit they accrued prior to the date of leave. When reinstated, the Employee is not entitled to the accrual of any seniority or employment benefits during the leave period. Employees will generally be entitled to reinstatement of the same position the Employee held when the leave began, or to an equivalent position with equivalent benefits, pay and other terms and conditions of employment providing that the Employee returns to work on or before the first day after the end of the 12th workweek. Ordinarily an Employee will be restored to the same position if it remains available. However, an Employee has no right to return to the same position. Moreover, an Employee has no greater right to reinstatement than if the Employee had been continuously employed during the FMLA leave period. For example, an Employee is not entitled to reinstatement if he would have been laid off during the FMLA leave period. Return may be denied to a key Employee (highest paid 10% Employees of the company within 75 miles of the Employees worksite) if their return would result in grievous economic injury to the company. Should the Club decide that they would deny reinstatement to a key Employee, TWIN LAKES will notify the key Employee as soon as they determine such economic injury will occur. Should an Employee choose not to return to work at the end of the FMLA leave, their benefits will be terminated immediately and the Club is not required to maintain an open position for the Employee. All Employees on FMLA leave due to a non-work related medical condition (as defined by FMLA) will be required to use all their accrued sick leave as part of the leave of absence in the beginning of the leave. All Employees also have the option of using their accrued vacation leave as part of their leave of absence at the beginning of the leave. If such paid leave is used, the Club will provide only enough unpaid leave to accumulate to twelve (12) weeks (i.e. once the paid leave is used (sick & vacation), the Employee can continue their leave by taking unpaid FMLA leave until the total time away from the position equals 12 weeks). Fitness-for-Duty Certification As explained above, most Employees will be entitled to reinstatement to the same or an equivalent position at the end of their FMLA leave. However, if an Employee takes FMLA leave for his or her own serious health condition, the Employee must provide a fitness-for-duty certification from a health care provider which indicates that the medical condition which created the need for leave no longer prevents the Employee from performing his or her job. Reinstatement may be delayed or denied if an Employee fails to submit the required fitness-for-duty certification. Recovery of Benefits Payments If an Employee fails to return from FMLA leave, the Club may be entitled to recover from the Employee the amount of money the Club paid to maintain that Employee’s health benefits during the leave. The Club is under an obligation to provide equivalent benefits to an Employee upon return from FMLA leave. Therefore, if the Employee does not pay for additional benefits such as life insurance or disability insurance, it may be necessary for the Club to pay the necessary premiums to avoid a lapse in coverage. Under these circumstances, the Club is entitled to recover from the eligible Employee any premium payments made on behalf of the Employee for these additional benefits whether or not the Employee returns to work following FMLA leave. O. Unemployment Compensation When an Employee is laid off or terminated, TWIN LAKES will pay careful attention to the handling of unemployment compensation filed by the former Employee. The Employee Services Manager will handle all claims. All claims will be investigated and responded to timely and in the best interest of the Club. Unemployed individuals who meet specified requirements are eligible to receive benefits under the Michigan Unemployment Compensation Law or appropriate “Work State” law. The amount of benefits for which an unemployed individual is eligible varies, depending upon the Employee’s regular wages prior to being unemployed. Benefits are paid out of an Unemployment Compensation Fund, which is funded by contributions from covered Employers. TWIN LAKES’ contribution to the Unemployment Trust Fund increases when a former Employee receives benefits. Therefore, it is to TWIN LAKES advantage that claims be contested whenever we believe that a former Employee should not receive benefits (ex: Failure to report to work, failure to carry out Employer’s instructions, misbehavior, absenteeism, tardiness, poor performance or unsatisfactory conduct, insubordination, negligence, theft, fighting on the job, failure to follow company policy, etc). SAFETY ON THE TRAILS A. Safety Safety cannot be over emphasized. It is everyone’s responsibility and concern. TWIN LAKES strives to promote a safe and healthy environment for its Employees and guests. You are required to observe all safety rules and regulations to prevent accidents and protect yourself, other Employees, and our guests. Always include safety checks in your daily activities. All accidents involving a guest should be reported immediately to the Club Manager and your Supervisor/Manager. Only Supervisors/Managers, the Club Manager, or Security should handle guest accident situations, except for immediate first aid. Guest accidents must be handled professionally and with good judgment. All accidents involving Employees should be reported immediately to the Supervisor or Manager on duty. Injured Employees requiring medical attention will be sent to the emergency room at the nearest hospital or other appropriate facility (See Benefits Section VII K in this handbook). B. OSHA (Occupational Safety & Health Act) A copy of the U.S. Department of Labor Employee Workplace Rights will be posted in the Employee break room. Please familiarize yourself with the contents, as all Employees are responsible for providing a safe place for guests as well as fellow staff members. Separate training sessions will occur. However, carelessness or indifference toward safety awareness and accident prevention can reflect negatively on your work record. If you fail to abide by safe work practices, disciplinary measures may be employed. Bloodborne Pathogens Information The Occupational Safety & Health Administration (OSHA) has issued regulations on job exposure to bloodborne pathogens. These are bacteria and viruses present in human blood and body fluids that can cause disease in humans. OSHA has determined that Employees are at risk when they are exposed on the job to blood and other materials that may cause infections. These materials may contain certain pathogens, or germs. These pathogens include hepatitis B virus (which causes Hepatitis B, a serious liver disease) and human immunodeficiency virus (which causes AIDS). Employees can reduce or remove this hazard from the workplace. This can be done by practicing good personal hygiene (such as washing hands frequently) and, upon administering First Aid in the workplace, by using protective equipment. This may include items such as, disposable gloves, gowns, masks, and shields. Using this equipment will greatly decrease your risk of contracting or transmitting an infectious disease. Protective equipment kits are stationed in all departments together with a First Aid Kit. We ask that if you meet a situation where pathogens may exist to use the protective equipment provided. If you suspect you have been exposed to an infectious disease it is your responsibility to notify your Supervisor or Manager and other involved personnel immediately. If you have any questions please contact your immediate Supervisor or Manager. Hazard Communication Policy The Federal Hazard Communication Standard states that you have a “right to know” what hazards you face when working and how to protect yourself against them. Our Hazard Communication Program has been designed to: • Describe the Hazard Communication Standard • Explain how our program is being put into effect in your workplace • Provide you with information and training on hazardous chemicals in your workplace This would include how to: • Recognize, understand and use labels and Material Safety Data Sheets (MSDS) • Use safe procedures when working with hazardous substances If you have any question regarding our Hazard Communication Policy, ask your Supervisor or Manager. While every potential safety hazard cannot be foreseen, the following attempts to encompass many situations you may face in your position: Wet/Dirty/Slippery Floors: Be alert and avoid slip/fall-related accidents. Always stop to clean up these types of hazardous situations. Electrical Hazards: Much equipment in the Club runs on electricity of varying degrees. Do not touch any exposed wires or get any electrical outlets wet. Always connect and disconnect power cords by the plug not the cord. Should any cords be frayed, worn, or otherwise damaged do not use and inform your Supervisor or Manager immediately. Natural Gas: Cooking equipment is often run on natural gas. Natural gas is lethal, extremely flammable, and produces extreme heat. Always exercise caution around gas, and never expose natural gas sources to an open flame. Slipping: Always be careful when cleaning the bathrooms so as not to slip in the showers or on the floor while cleaning. Lifting: Always exercise caution when lifting furniture, boxes, or other heavy materials so as not to strain your back. Use of a back support is mandatory. Sharp Objects: Knives and other sharp objects are common in a kitchen as well as other departments of the Club. Caution should be exercised when handling these types of objects so as to avoid lacerations or other injuries. Broken glass or china can also present a similar hazard. Eyewash Station: Personal eyewash provides immediate eye flushing relief in an emergency. Following are the procedures for the EMERGENCY EYEWASH STATION. See your Supervisor or Manager for location of this and the First Aid Kit in your department. 1. Firmly twist cap to break seal and open bottle. 2. Tilt head backward keeping affected eye(s) open wide using thumb and forefinger. 3. Hold bottle a few inches above eye(s) and flush as needed. 4. Keep eye(s) open wide and rotate eyeballs(s) to ensure thorough flushing. 5. Seek medical attention immediately. 6. Discard bottle and any remaining solution after use. C. Fire Safety In the event you suspect a fire on the premises, immediately do the following. 1. Sound the alarm 2. Stay calm and usher any guests in danger towards the nearest emergency exit 3. Never use the elevator 4. Go directly to a safe area 5. Call the Club Manager and Golf Pro D. Lost and Found Any article found on Club property must be turned in immediately to the lost and found department in the Administrative office. Unclaimed items will be returned to the finder after thirty (30) days waiting period. A log of lost items is maintained in the computer. Please refer to the list when guests inquire about lost items. Failure to turn in lost items may result in progressive disciplinary action up to termination of employment. Our guests, as well as other Employees, expect an honest and secure atmosphere. Protecting another person’s property is important to each of us. E. Packages Do not take any items off Club property other than personal belongings, without obtaining a property pass from your Supervisor/Manager or Club Manager. Furthermore, any item brought into the Club by Employees may be checked for security purposes. The Club may conduct a search of all packages, including purses, bags, carry-alls, etc. at any time. F. Security Security, like safety, is everyone’s responsibility and concern. This can be accomplished if we all cooperate with the security department and observe the following guidelines: Always be alert! Report any suspicious or undesirable person(s) to your Manager or Supervisor. This is especially important for Employees who frequent more secluded areas of the Club. Leave valuables at home. Bringing valuables to the Club only tempts other people. Employees may not bring packages or bags into the Club unless the contents are work related. All packages are subject to search by the security department. Obey all security requirements, rules and regulations. They are designed to help all of us. G. Smoking Areas It is the policy of TWIN LAKES to comply with all applicable federal, state, and local regulations regarding smoking in the workplace and to provide a work environment that promotes the well being of our Employees. TWIN LAKES recognizes that smoking in the workplace can adversely affect Employees. Therefore, smoking is restricted to designated areas outside the Club. No smoking is allowed by employees anywhere in the Clubhouse or any other buildings on the grounds of Twin Lakes. TWIN LAKES does not discriminate against individuals on the basis of their use of legal products such as tobacco and the use of such may occur in designated areas. Employees are expected to exercise common courtesy and to respect the needs and sensitivities of co-workers and guests related to smoking. However, smokers have a special obligation to keep the outside areas litter free and not to abuse break and work rules. Employees who violate this policy will be subject to disciplinary action. No employee under the age of 18 is allowed to smoke anywhere on the grounds of Twin Lakes Golf Club. H. Drug Free Workplace Policy TWIN LAKES has a strong commitment to the health, safety and welfare of its Employees, their families, and its guests. It is the Club’s goal to provide a safe workplace for all Employees and guests. We believe this goal is in the best interest of all concerned. TWIN LAKES’ policy on drug and alcohol abuse applies to all Employees while on the job and to situations where an Employee’s off-the-job or off-premises conduct impairs work performance or undermines the public confidence in or harms the reputation of property. It is also intended to apply to Employees of firms doing business with TWIN LAKES while on our premises. It is our policy to create a drug-free workplace in keeping with the spirit and intent of the Drug-Free Workplace Act of 1988. The use of controlled substances is inconsistent with the behavior expected of Employees, subjects all Employees and visitors to our facilities to unacceptable safety risks and undermines TWIN LAKES ability to operate effectively and efficiently. In this connection the unlawful manufacture, distribution, dispensation, possession, sale or use of a controlled substance in the workplace or while engaged in Club business off the property is strictly prohibited. Such conduct is also prohibited during non-working time to the extent that in the opinion of the property management, it impairs an Employee’s ability to perform on the job or threatens the reputation or integrity of TWIN LAKES. The use, sale or abuse of narcotics and other controlled substances, commonly referred to as illegal drugs, are strictly prohibited. No person will be hired who is known or suspected to be a user, promoter or seller of illegal drugs. Use or possession of illegal drugs on premises during or after work hours, including breaks or meal periods or working under the influence of illegal drugs or alcohol is prohibited. Violation of this policy is cause for immediate disciplinary action, up to and including termination. An Employee who is found to be a seller or involved in the sale, solicitation or dealing of illegal drugs will be terminated. The use or possession of alcoholic beverages on the premises, except for authorized events is prohibited. Reporting to work under the influence of alcohol is cause for disciplinary action, up to and including termination. Our concern is to assure Employees report to work in condition to perform their jobs safely and efficiently, in the interest of their coworkers and guests, as well as themselves. TWIN LAKES will not tolerate nor condone substance abuse. It is our policy to maintain a workplace free from alcohol and other drug abuse and its effects. Employees who engage in the sale, use, possession or transfer of illegal drugs or controlled substances, or who offer to buy or sell such substance; or the use of alcohol during work hours; or the abuse of prescribed drugs will be subject to disciplinary action, up to and including termination. Employee Responsibilities Include: Report to work at all times free of alcohol or other drugs and their effects. Seek and accept assistance for alcohol and other drug abuse related problems before job performance is affected. Supervisors and Managers are responsible for confronting Employees about unsatisfactory deteriorating job performance. Employees are responsible for correcting unsatisfactory job performance and maintaining acceptable levels of performance. PUTTING OUT THE FIRES A. Progressive Discipline System The steps in the progressive discipline system are outlined below: 1. Verbal warning and notice in the Employee’s file 2. Written warning 3. Written warning/option to suspend up to five (5) days without pay 4. Termination Supervisors or Managers may give oral and written warnings. Suspension or termination may be imposed only with the approval of the Club Manager. The Club may skip any or all of the first three steps after consideration of the seriousness of the infraction, the circumstances of the incident and the Employee’s past record. It is also policy that no family members supervise each other and, when possible, situations where family members work in the same department will be avoided. The following are examples of conduct that may result in termination without a warning or could be treated by the progressive discipline system. Falsification of Club records including the employment application. Accepting gifts or favors from Club suppliers or business Employees without proper reporting to the Club Manager. Theft, fraud, gambling, carrying weapons, explosives, or violation of criminal law on Club property. Fighting, horseplay, practical jokes or other disorderly conduct, which endangers the well being of Employees, guests or Club operation. Threatening, intimidating, coercing, using abusive language toward, or otherwise interfering with the job performance of fellow Employees.. Insubordination or refusal to comply with instructions or failure to perform assigned duties. Failure to turn articles over to the lost and found. Drinking, taking or possession of illegal drugs, or being under the influence of alcohol or illegal drugs while on Club property. Improper usage of time cards or sign-in sheets. Violation of safety or security rules. Conduct which violates laws against discrimination, including sexual and other forms of harassment. Use of the Club’s facilities without the explicit permission of the Club Manager or his authorized representative. Where permission has been granted, you must sign in at the front desk in the normal prescribed procedure. Presence on the Club’s property for reasons not related to work. Employees are not to be inside or outside the Club before or after their scheduled shift, without having acquired permission from their Supervisor or Manager. If you must wait for transportation after work, you may do so at the Employee entrance. Unauthorized presence in areas of the Club not related to your job assignment. It is not permissible to roam the Club at will or to visit other parts of the Club; grounds, parking lots or outside facilities without the permission of the Supervisor or Manager concerned. Fraternizing with guests. Leaving the job assignment or place of work without proper authorization. Discourtesy and rudeness to guests or other Employees. Sleeping on the job. B. Gifts Employees are to report all gifts or favors from suppliers and/or business Employees who deal with the Club or any other properties managed by RESCO MANAGEMENT, LLC to the Club Manager on the day the gift is offered or received. Failure to report gifts may be cause for termination. C. Solicitations For your own protection, as well as that of other Employees or guests, solicitation is prohibited. Solicitation of any kind or distribution of non-Club materials or literature cannot be made during working time, nor may such activity be directed at other Employees during the working time.
