boreal handbook 14 15.final

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Employee Handbook - Boreal/Soda Springs Resorts and Woodward Tahoe
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Employees With Over 5 Years of Service With BRC.
Working his 40th Year
John Booth
25 Years – 29 Years
Ron Sylvia
Justin Fiddyment
Mike Morris
Dale Verner
Rigoberto Diaz
Beverly Mann
Kurt Smart
Bob Blohm
Michael McClary
Paul Sabin
Michael Seaman
James Van Daele
Michael Norreel
Brett Hylton
John Gutierrez
Shaydar Edelmann
Juan Godoy
Amy Lara
Alberto Colmenares
Nate Ellis
Jennifer Marlar
Mike Spain
Hunter Acker
Barbara Super
Cookie West
Remy Glovin
Virginia Villanueva
Darcy Seals
5 Years – 9 Years
David Dobbs
Adam Wunderlich
Juan Lopez Diaz
Jon Thayer
Jamie Melton
Susannah Redman
Sarah Taylor
Dani Knaack
Belen Fernandez Bessone
Lane Knaack
Tyler Nielsen
Diamond Barker
Eric Rosenwald
Richard De Glymes
Tim White
Max Gaal
Pierre Dermy
Cynthia Tom
Jeff Headley
Mike Ledeboer
Tyson Brigham
Jason Haslid
Larry Morgenthal
Reyes Arellano-Pena
Tracy Hitchcock
Shawn Webb
Ricardo Godoy
Carlos Contreras
Jolene Truschke
Travis Kinney
Kyle McClary
Steven Stewart
CJ Stewart
Caitlyn Purucker
Heather Farrantine
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Hello Boreal Mountain Resort, Woodward Tahoe and Soda Springs Team,
We are entering the 2014/2015 winter season with momentum from an outstanding year behind us and
with energy from new programs, partnerships, and people in the year ahead.
Boreal Ridge Corporation prides itself as a company that because of its innovation and passion, can
achieve things that other resorts and businesses cannot. We have natural assets and advantages:
higher elevation and accessibility. We have mountain assets: robust snow-making infrastructure and
the amazing Woodward Tahoe Mountain Center. We have a strong market position as the gateway to
Lake Tahoe and the Sierras. We are reputable for our commitment to innovative terrain parks and
action sports, and our resorts are the mountains of choice for learning to ski/ride. Most importantly, we
have people assets: our staff is innovative, passionate and committed.
In the 13/14 season, Boreal Mountain Resort’s “It’s Basically Magic” campaign was a finalist for “best
overall marketing campaign” by the National Ski Areas Association (NSAA). Additionally, our Take 3
Ride Free and Start with Woodward programs were recognized by NSAA as one of the “best beginner
programs” in the country. Boreal Snowsports enters the season with an exciting new brand identity and
uniforms. Furthering our commitment to beginner skiers and riders, we have added a new surface lift
and expanded our Children’s Snowsports learning area.
The Mountain Services Division; Snowsports, Rentals, Retail and Tickets, has been developed to
collectively enhance our guest experience. A new Snowsports School kiosk will provide convenient
sales and a comfortable meeting area for guests participating in private lessons. A new rental services
process will enhance the flow of guests and reduce waiting time.
We have continued to invest in energy-efficient snowmaking improvements designed to use less water
and energy in production. Over the summer, crews made significant enhancements to our system
including a new cooling system to ensure resources are efficiently utilized. The updated infrastructure
supports the mountain operations team early season efficiencies and helps to establish a solid
skiing/riding base that will last throughout the entire winter season.
Our Leadership Team has been busy preparing for the upcoming season with expanded programs for
our staff and guests. We are excited to add new benefits and communication tools for our staff based
on your feedback from the annual Employee Engagement Survey.
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This season, Boreal Mountain Resort will celebrate its 50 anniversary and Soda Springs will celebrate
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its 80 anniversary. To mark these huge milestones, both resorts will have new websites, anniversary
logos and a great event line up at both resorts.
I’m excited to see returning staff and to connect with new staff this season. I hope that you will take
pride in being a part of our community of Boreal, Soda Springs and Woodward Tahoe. This handbook
is provided as a resource to provide you with our policies, practices and expectations of the company.
We hope that you will refer to this handbook frequently for information. If you can’t find the information
you need here, please visit our Human Resources department.
Happy Anniversary!
Amy Ohran
President & General Manager _______________________________________________________________________________________________
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Boreal Ridge Corp. Director Team
Shaydar Edelmann, Nate Ellis, Matt Peterson, David Dobbs, Mike Morris, Eric Rosenwald & John Booth
Amy Ohran, Cookie West & Phoebe Mills
Calendar of Events
Sunday December 14, 2014
Sunday January 25, 2015
Sat.-Sun. Feb. 21-22, 2015
Sunday March 1, 2015
Sunday April 5, 2015
Christmas Party
Dodgeball Tournament
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Boreal 50 Anniversary
Ice Cream Eating Contest
End of Season Dodgeball & Party
Employee
First Tracks*
BRC Employee Shred Dates**
Diamond Peak
th
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Sunday, Dec. 14 – Boreal
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Friday, Jan. 16 – Soda Springs
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Wed., Feb. 18 – Boreal
nd
Sunday, Mar. 22 – Soda Springs
Wed., Dec. 10
nd
Thursday, Jan. 22
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Monday, Feb. 9
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Tuesday, March 10
* Before we open to the public on these days, we will turn the lifts on an hour early for employees only
from 8:00 AM to 9:00 AM. First Tracks are weather dependent and will not run on snow days.
** Shred dates are free ski/board dates for BRC employees to visit Diamond Peak in Incline Village.
You must take your Employee badge and a letter from HR on Company letterhead.
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Required Policies. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Introductory Statement ……………………………………………………………………………………. 9
Right to Revise …………………………………………………………………………………………….. 9
At-Will Employment ……………………………………………………………………………………….. 9
Equal Employment Opportunity…………………………………………………………………………... 10
What We Expect of You ……………………………………………….…………….…………………….10
Commitment to Excellence in Service ………………………………..…………………………………. 11
Boreal and POWDR Organizations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Powdr Corp’s Mission Statement ……………………………………………………………………….. 11
Boreal Ridge Corporation’s 2013/2014 Resort Wide Initiatives. . . . . . . . . . . . . . . . . . . 11
Employment Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Hiring and Wages………………………………………………………………………………………….. 12
Employee Classifications ..……………………………………………………………………….………. 12
Exempt Employees ……………………………………………………………………………………….. 12
Pay Policies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Team IDs …………………………………………………………………………………………………… 13
Time Clocks ………………………………………………………………………………………………... 13
Work Schedules …………………………………………………………………………………………… 13
Pay Periods and Paychecks ……………………………………………………………………………… 14
Direct Deposit ……………………………………………………………………………………………… 14
Advances …………………………………………………………………………………………………… 14
Changes ……………………………………………………………………………………………………. 14
Taxes ……………………………………………………………………………………………………….. 14
Rest Breaks ……………..…………………………………………………………………………………. 15
Meal Breaks ……………………………………………………………………………………..………… 15
Punctuality and Attendance ……………………………………………………………………………….16
Sick Leave …………………………………………………………………………………………………. 16
Vacation ……………………………………………………………………………………………………. 16
Holidays ……………………………………………………………………………………………………. 17
Return to Work ……………………………………………………………………………………………. 17
Storm Periods and Work Schedules ……………………………………………………………………. 17
Dress and Appearance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
Hygiene Standards for All Employees ………………………………………………………………….. 17
Other Guidelines for Employees ………………………………………………………………………….17
Uniforms ……………………………………………………………………………………………………. 18
Employee Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Other Employment…………………………………………………..…………………………………….. 19
Confidentiality ……………………………………………………………………………………………… 19
Conflicts of Interest ……………………………………………………………………………………….. 20
Political Activity ……………………………………………………………………………………………. 20
Customer Relations ……………………………………………………………………………………….. 20
Conduct Standards ………………………………………………………………………………………... 20
Leaving the Company . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Employee References ……………………………………………………………………………………. 22
Involuntary Termination and Progressive Discipline ………………………………………………….. 22
Reductions in Force ………………………………………………………………………………………. 22
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Voluntary Resignation ……………………………………………………………………………………. 22
Benefits and Privileges . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 22
Lift Ticket Privileges ………………………………………………………………………………………. 22
Rental and Demo Shop …………………….……………………………………………………………. 23
Repair Shop Discounts ….……………………………………………………………………………….. 23
Food Discounts ………………………………………………………………………………………………………… 23
Retail Shop Discounts ………………………………………………………………………………………………… 24
401(k) Plan ……………………………………………………………………………………………………………. 24
Medical Insurance ……………………………………………………………………………………………………. 24
AFLAC Insurance …………………………………………………………………………………………………….. 24
Disability Insurance ………………………………………………………………………………………………….. 24
Unemployment Compensation …………………………………………………………………………………….. 24
Social Security …………………………………………………………………………………………….................. 24
Employee Lockers …………………………………………………………………………………………………… 24
Safety and Accidents . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Hazard Communication Standard ……………………………………………………………………….. 25
Vehicle Safety Rules………………………………………………………………………………………. 26
Code of Safe Practices …………………………………………………………………………………… 26
Slips and Falls …………………………………………………………………………………………….. 27
Heavy Equipment Hazards ……………………………………………………………………………… 27
Extreme Temperatures ………………………………………………………………………………….. 27
Emergencies ……………………………………………………………………………………………… 27
Guest Accidents …………………………………………………………………………………………… 28
Employee Accidents—Worker’s Compensation ……………………………………………………….. 28
Company-Provided Physician ……………………………………………………………………………. 29
Policies and Procedures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29
General Employee Skiing/Riding Policy ………………………………………………………………... 29
Employee Approved Routes (non-jumping) ……………………………………………………………. 29
Helmets ………………………………………………………………………………………………………30
Skier/Boarder Responsibility Code ……………………………………………………………………… 30
Signs, Rope Lines and Fences ………………………………………………………………………….. 30
Employee Terrain Park Guideline ……………………………………………………………………….. 30
Park Smart ……………………..………………………………………………………………….………. 31
Terrain Park Staff ………………………………………………………………………………………….. 31
Snowsports School/Woodward Tahoe Staff ……………………………………………………………. 31
Ski Patrol Staff/Event Staff/Management …………………………………………………….………….32
Woodward Tahoe Bunker and Facility Use …………………………………………………………….. 33
Off Duty Skiing/Riding/Facility Use ………………………………………………………………..……. 33
Vehicle Policy ………………………………………………………………………………………..……. 33
Approved Employee Drivers …………………………………………………………………………….. 33
Reporting of Accidents …………………………………………………………………………………… 33
Employee Conduct . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
Employee Event Guideline ………………………………………………………………………………. 34
Substance Use and Abuse ………………………………….…………………………………………… 34
Legal Drug Use ……………………………………………….………………………………………….. 35
Drug and Alcohol Testing …………………………………….……………………………………........ 35
Pre-employment Testing…………………………………………………………………………………. 35
Reasonable Suspicion Testing…………………………………………………………………………… 36
Return to Work Testing……………………………………………………………………………………. 36
Testing Procedure ………………………………………………………………………………………… 36
Rehabilitation ……………………………………………………………………………………………… 36
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Medical Marijuana ………………………………………………………………………………………… 36
Electronic Device Usage …………………………………………………………………………………..37
Prohibited Use of Company Cell Phone While Driving ………………………………………………. 38
Social Media……………………………………………………………………………………………….. 38
News Media Contacts …………………………………………………………………………………….. 39
Chain Installation…………………………………………………………………………………………… 39
Off-Duty Conduct …………………………………………………………………………………………. 39
Lost and Found ……………………………………………………………………………………………. 39
Parking………………………………………………………………………………………………………. 39
Pets/Animals ………………………………………………………………………………………………. 39
Company Property . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
Bulletin Boards …………………………………………………………………………………………….. 40
Employer Property ………………………………………………………………………………………… 40
Computer and Electronics Use ……………………………………………………………………..…… 40
Computer Use …………………………………………………………………………………………..… 41
Monitoring of Electronic Company Property …………………………………………………………… 42
Prohibited Use of Electronic Company Property ……………………………………………………… 43
Employer Right to Inspect ………………………………………………………………………………. 43
No Idle Policy …………………………………………………………………………………………….. 43
Solicitation and Distribution of Literature ………………………………………………………………. 44
Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44
Employee Verification …………………………………………………………………………………….. 44
Employment of Relatives …………………………………………………………………………………. 44
Names and Addresses ……………………………………………………………………………………. 45
Open-Door …………………………………………………………………………………………………. 45
Performance Evaluations ……………………………………………………………………..…………. 45
Personnel Records ……………………………………………………………………………………….. 45
Unlawful Harassment …………………………………………………………………………………….. 46
Violence in the Workplace ……………………………………………………………………………….. 47
Visitors ……………………………………………………………………………………………………… 48
Environment Code of the Slopes ………………………………………………………………………… 48
Leaves of Absence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48
Coordination of PDL with Family/Medical Leave ………………………………………………………. 49
Domestic Violence Leave ………………………………………………………………………………… 49
Extended Medical Leave …………………………………………………………………………………. 50
Family/Medical Leave …………………………………………………………………………………….. 50
Paid Family Leave ………………………………………………………………………………………… 51
Calculating the 12-month Period ………………………………………………………………………… 51
Pregnancy Disability Leave …………………………………………….………………………………… 51
Lactation ……………………………………………………………………………………………………. 53
Leave for Employee’s Own Health Condition ………………………………………………………….. 53
Leave to Care for a Family Member …………………………………………………………………….. 53
Leave Related to Military Service ……………………………………………………………………….. 54
Health and Benefit Plans …………………………………………………………………………………. 54
Substitution of Paid Leave ……………………………………………………………………………….. 54
Reinstatement ……………………………………………………………………………………………… 55
Carryover …………………………………………………………………………………………………… 55
Intermittent Leave …………………………………………………………………………………………. 55
Organ/Bone Marrow Donation …………………………………………………………………………… 56
Jury Duty and Witness Leave…………………………………………………………………………… 56
Leaves of Absence ……………………………………………………………………………………….. 56
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Health Insurance Premium ………………………………………………………………………………. 56
Military Leave ……………………………………………………………………………………………… 57
Military Spouse Leave …………………………………………………………………………….……… 57
Required Use of Vacation and Sick Leave before Unpaid Leave …………………………………… 57
Leave Donation Program ………………………………………………………………………………… 57
Eligibility to Donate ………………………………………………………………………………………... 57
Guidelines for Receipt of Leave Donation ……………………………………………………………… 58
Procedure …………………………………………………………………………………………………. 58
Personal Leave ……………………………………………………………………………………………. 58
School Activities …………………………………………………………………………………………… 59
Suspension ………………………………………………………………………………………………… 59
Temporary Transfer ……………………………………………………………………………………….. 59
Time Off for Voting ………………………………………………………………………………………… 59
Victims of Crime Leave …………………………………………………………………………………… 59
Volunteer Civil Service Personnel ………………………………………………………………………. 60
BRC Contact Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 61
ADP Portal Information . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 62
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REQUIRED POLICIES
Introductory Statement
Welcome! As an employee of Boreal Ridge Corporation (BRC), Boreal/Soda Springs Resorts and
Woodward Tahoe (the “Company”), you are an important member of our team. We hope that you will
find your position with the Company rewarding, challenging, and productive.
Because our success depends upon the dedication of our employees, we are highly selective in
choosing new members of our team. We look to you to contribute to the success of the Company.
We would like to invite all of our team to join us in our commitment to protecting the environment, not
just at BRC, but throughout your travels in the future.
Put simply, it means doing the right thing. In practice, it means examining how our company can
carefully manage our natural resources, while incorporating an atmosphere of awareness with our
team members and vendors to reduce climate change.
This employee handbook is intended to explain the terms and conditions of employment of all
seasonal, full- and part-time employees and supervisors. Written employment contracts between the
Company and some individuals may supersede some of the provisions of this handbook.
This handbook summarizes the policies and practices in effect at the time of publication. This
handbook supersedes all previously issued handbooks and any policy or benefit statements or
memoranda that are inconsistent with the policies described here. Your supervisor or manager will be
happy to answer any questions you may have.
Right to Revise
This employee handbook contains the employment policies and practices of BRC in effect at the time
of publication. All previously issued handbooks and any inconsistent policy statements or memoranda
are superseded.
BRC reserves the right to revise, modify, delete, or add to any and all policies, procedures, work rules,
or benefits stated in this handbook or in any other document, except for the policy of at-will
employment. However, any such changes must be in writing and must be signed by the general
manager of BRC.
Any written changes to this handbook will be distributed to all employees so that employees will be
aware of the new policies or procedures. No oral statements or representations can in any way alter
the provisions of this handbook.
This handbook sets forth the entire agreement between you and BRC, as to the duration of
employment and the circumstances under which employment may be terminated. Nothing in this
employee handbook or in any other personnel document, including benefit plan descriptions, creates or
is intended to create a promise or representation of continued employment for any employee.
At-Will Employment Status
BRC personnel are employed on an at-will basis. Employment at-will means that the employment
relationship may be terminated, with or without cause and with or without advance notice at any time
by the employee or the Company. Nothing in this handbook shall limit the right to terminate at-will
employment.
No manager, supervisor, or employee of the Company has any authority to enter into an agreement for
employment for any specified period of time or to make an agreement for employment on other than atwill terms. Only Amy Ohran, President, General Manager of BRC has the authority to make any such
agreement, which is binding only if it is in writing.
Nothing in this at-will statement is intended to interfere with an employee’s rights to communicate or
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work with others towards altering the terms of and conditions of his or her employment.
Equal Employment Opportunity
BRC is an equal opportunity employer and makes employment decisions on the basis of merit. We
want to have the best available persons in every job. Company policy prohibits unlawful discrimination
based on race, color, creed, gender (including gender identity and gender expression), religion (all
aspects of religious beliefs, observance or practice, including religious dress or grooming practices),
marital status, registered domestic partner status, age, national origin or ancestry, physical or mental
disability, medical condition (including cancer or a record or history of cancer, and genetic
characteristics), sex (including pregnancy, childbirth, breastfeeding or related medical condition),
genetic information, sexual orientation, military and veteran status or any other consideration made
unlawful by federal, state, or local laws. It also prohibits unlawful discrimination based on the
perception that anyone has any of those characteristics, or is associated with a person who has or is
perceived as having any of those characteristics. Discrimination can also include failing to reasonably
accommodate religious practices or qualified individuals with disabilities where the accommodation
does not pose an undue hardship.
All such discrimination is unlawful.
The Company is committed to compliance with all applicable laws providing equal employment
opportunities. This commitment applies to all persons involved in Company operations and prohibits
unlawful discrimination by any employee of the Company, including supervisors and coworkers.
If you believe you have been subjected to any form of unlawful discrimination, submit a written
complaint to your supervisor or the individual with day-to-day personnel responsibilities. Your complaint
should be specific and should include the names of the individuals involved and the names of any
witnesses. If you need assistance with your complaint, or if you prefer to make a complaint in person,
contact Cookie West, Human Resources Director. The Company will immediately undertake an
effective, thorough, and objective investigation and attempt to resolve the situation.
If the Company determines that unlawful discrimination has occurred, effective remedial action will be
taken commensurate with the severity of the offense. Appropriate action also will be taken to deter any
future discrimination. The Company will not retaliate against you for filing a complaint and will not
knowingly permit retaliation by management employees or your coworkers.
To comply with applicable laws ensuring equal employment opportunities to qualified individuals with a
disability, the Company will make reasonable accommodations for the known physical or mental
limitations of an otherwise qualified individual with a disability who is an applicant or an employee
unless undue hardship would result.
Any applicant or employee who requires an accommodation in order to perform the essential functions
of the job should contact Cookie West, Human Resources Director, who has day-to-day personnel
responsibilities and discuss the need for an accommodation. The Company will engage in an
interactive process with the employee to identify possible accommodations, if any, that will help the
applicant or employee perform the job. An applicant or employee who requires an accommodation of a
religious belief or practice (including religious dress and grooming practices, such as religious clothing
or hairstyles) should contact a Company representative with day- to-day personnel responsibilities and
discuss the need for an accommodation. If the accommodation is reasonable and will not impose an
undue hardship, the Company will make the accommodation.
What We Expect of You:
The employees of BRC have built the Company’s reputation as the resort of choice for learning to
ski/ride, progression and action sports. We expect you to follow the Company commitments and
values, using your best judgment at all times and to be a team player—honest, responsible, punctual,
dependable, polite, clean, and safety-minded. Our guests’ impression of you becomes their impression
of the resort.
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Commitment to Excellence in Service:
Our service standards apply equally to our internal customers (employees) and our external customers
(skiing/boarding, tubing, action sports, etc.). Each department and individual is expected to provide the
following level of service to all co-workers and customers:
1. Greet every person with a smile and personal attention
2. Make the experience fun, while maintaining professionalism
3. Safety is always our primary concern.
Boreal Ridge Corporation operates Boreal Mountain Resort, Soda Springs Ski Area and
Woodward Tahoe.
Boreal Mountain Resort is located off Interstate 80 on Donner Summit. Boreal offers six lifts
on over 380 acres, super-pipe, mini-pipe, three moving carpets, which includes the moving
carpet at our Playland Tubing Area. Boreal has always been known for our Learn to Ski and
Snowboard programs is expanding the program with additional lessons and training. Our
Terrain Parks which include the Start Park, Mini Shred, and Core Park—core jib, core jump
and Superpipe).
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Soda Springs celebrating its 80 year has over 200 acres and offers two chairlifts and a new
Kids X Park (for those that like bumps and little jumps); Tube Town with up to 20 lanes with the
Super Tuber Cross, groomed lanes with rollers, with a 390 foot moving carpet to get you to the
top; and Planet Kids (8 and under) has two moving carpets for skiing, snowboarding, and
tubing as well as two tube carousels, and free sleigh rides.
Woodward Tahoe is a state-of-the-art 33,000 square foot action sports training facility located
at the base of Boreal Mountain Resort. Woodward Tahoe is devoted to providing the tools for
progression such as trampolines, drop-in ramps, foam pits and an indoor concrete skatepark.
The outside facilities include the Trenches for BMX, The Eastern Front includes a mini-ramp
with bowl corner and an assortment of modular features which are switched up constantly to
create your dream park and our newest feature is the skate bowl.
POWDR CORP’S ORGANIZATION
Boreal Ridge Corp is owned by POWDR Corp. Other resort areas owned by POWDR Corp include:
Gorgoza Park, Mt. Bachelor, Las Vegas Ski & Snowboard, Copper Mountain, Killington, and Pico.
Powdr Corp also owns Woodward East (Woodward, Pennsylvania), Woodward West, Woodward at
Copper, and Woodward Tahoe.
POWDR’S MISSION STATEMENT
At Powdr we are passionate about the mountains in which we live, work and play. Preserving and
enhancing the active lifestyle in which we live, work, and play; and we are taking action today to
preserve and enhance this
Boreal Ridge Corporations 2014/2015 Resort Wide Initiatives
The following resort wide initiatives are priorities of focus; and your department manager can share
more information with you:
Growing our visits through
1.
2.
3.
4.
Committed visit channels.
Seasonal diversity
Market Diversity
Skier/Rider creation
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5. Mountain Center and Resort Integration
6. Guest Experience
7. Staff Experience
Employment Procedures
HIRING AND WAGES
Throughout our hiring process, the Company’s intention is to recruit the most qualified candidates for
the positions available, and provide a safe atmosphere for our Team Members and guests. Sometimes
that search requires references checks, background checks, drug tests and Department of Motor
Vehicle checks depending on the position they are filling. This information will be given to Team
Members in advance if required for their position. Be truthful on all hire paperwork as falsification of
information can result in disciplinary action up to and including discharge.
Employee Classifications
For salary administration and other matters, employees are further classified below
Classification
YR1
Definition (Employer Type)
Year-round Director, Manager or Supervisor without service break exceeding 30
days
YR2
Year-round Staff member without service break exceeding 30 days
S10
10 month Full-Time Staff (consecutive in same department)
S1
Full-Time Seasonal Managers and Supervisors
S2
Full-time Seasonal Position (30+ hours per week)
S3
Part-time Seasonal Position (16 -29 hours per week)
S4
Flex-time Seasonal Position (21 day commitment)
S5
Holiday On-Call (Less than 21 days and less than 40 hours per month)
Exempt Employees
Employees paid on a “salary basis” regularly receive a predetermined amount of compensation each
pay period. Subject to the exceptions listed below, exempt employees will receive full salary for any
workweek in which they perform any work, regardless of the number of days or hours worked. Exempt
employees may not be paid for any workweek in which they perform no work, subject to BRC benefits
programs and policies.
No deductions from weekly salary may be made for time when work is not available, provided the
exempt employee is ready, willing, and able to work. Deductions from pay are permissible when an
exempt employee:
• Is absent from work for one or more full days for personal reasons other than sickness or
disability;
• Is absent for one or more full days due to sickness or disability if the deduction is made in
accordance with a bona fide plan, policy, or practice of providing full compensation for salary
lost due to illness and the employee has exhausted his or her leave under this policy;
• Is absent for jury duty or military duty for a full week and performs no work during the week; or
works less than a full week during the initial or final week of employment;
• Partial day deductions from available accrued vacation, holidays, or sick leave balances will
also be made by the Company when applicable.
It is Company policy to comply with these salary basis requirements. Therefore, BRC prohibits all
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Company managers from making any improper deductions from the salaries of exempt employees.
The Company wants employees to be aware of this policy and know that the company does not allow
deductions that violate federal or state law.
If you believe that an improper deduction from your salary has been made, you should immediately
report this information to your direct supervisor, or Cookie West in Human Resources.
Reports of improper deductions will be investigated promptly. If it is determined that an improper
deduction has occurred, you will be promptly reimbursed for any improper deduction made.
Pay Policies
Team IDs
The Human Resources processes all Employee, Dependent, and National Patrol season passes and
identification cards. In order to receive your pass, your hiring paperwork, which includes your I-9
documentation, must be completed by both you and your manager, and turned into the Human
Resource Department. Once it has been turned in, please allow 24 hours before your photo can be
taken.
The Employee Pass allows you to clock in and out, receive discounts, and skiing/riding privileges. If
the above list of paperwork is not completed prior to starting work, it can delay your start date.
Time Clocks
Non-exempt employees must use a time clock/sign in sheet to record time worked for payroll purposes
(except for Ski School and the Bunker—lesson times on sign in sheet/RTP). WWT Camp
counselors/coach counselors are on salary and follow the guidelines of the Subminimum Wages
allowed by both Federal and State Law. All time worked must be accurately reported on your time
record. Employees are not allowed to work “off the clock.” Working off the clock violates company
policy and may result in termination.
Employees must record their own time on a daily basis, at the start and at the end of each work period,
including before and after the meal break. Your Team ID has a bar code which activates the electronic
time clock and records your clock in and out times and date. Check with your manager for time clock
instructions and location. It is your responsibility to clock in and out for each shift and meal break with
your Team ID. Please report any missed punches or errors to your manager. Swiping another
employee’s timecard, allowing another employee to punch your timecard, or altering a timecard
is not permissible and is subject to disciplinary action. Employees may not clock in more than
five minutes prior to their scheduled shift.
Work Schedules
As a ski resort we have instituted a regularly scheduled workweek of not more than 48 hours during
any month of the year when Alpine activities, including snowmaking and grooming activities, are
actually being conducted by our staff. California State Law provides for straight time pay up to 48
hours worked in a work week, with time and a half to be paid on hours worked after 10 hours in one
day or 48 hours in a week. If you work all seven days in a week (starting on Sunday), the seventh day
(Saturday) your hours will all be overtime. Note: All overtime must be pre-authorized by your
Director. Overtime is calculated at one-and-one-half times the employee’s regular rate of pay for any
hours worked in excess of 10 hours in a day or 48 hours in a workweek.
During the summer some departments work an alternative workweek schedule of four, 10-hour days,
Monday through Thursday. The workday will begin at 7:00 a.m. and ends at 5:30 p.m. Overtime will
be paid after ten hours or over 40 hours. The alternative schedule will be presented at a meeting on
Saturday, March 28, 2014 and approved by a vote of at least 2/3 of the affected work unit(s) by secret
ballot on Friday, April 11, 2014.
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Exchanging work schedules with other employees is discouraged. However, if you need to exchange
schedules, notify your supervisor, who may authorize an exchange if possible. Work schedule
exchanges will not be approved for the mere convenience of an employee or if the exchange interferes
with normal operations or results in overtime.
Pay Periods and Paychecks
BRC pays Team Members on a biweekly basis (every other week). The pay period begins on Sunday
and ends on Saturday. Payday is six days later, on Friday following the end of the two week pay
period. You will have to sign for your check and you will be required to check the box stating, not
injured at work during this pay period, or I was injured at work during this pay period.
Upon receipt of your paycheck please review carefully your pay stub whether you have a hard copy or
on-line:
• Name, address, social security number, withholding, etc.
• Hours paid and gross wage paid
• Deductions, if any
You will be responsible for reporting any errors immediately to Human Resources. If you lose your
check, also report it immediately to Human Resources. There is a stop payment fee for any lost
checks. The Company does not cash payroll checks.
Direct Deposit
You may choose to have your payroll checks directly deposited into your checking and/or savings
account. Please bring a voided personal check or a bank form showing the required information to
Human Resources and fill out the appropriate paperwork or you can go on the ADP Portal and enter
the information yourself..
Advances
BRC does not permit advances against paychecks.
Changes
Any changes to your address, withholding allowances, name, etc. must be in writing and submitted to
Human Resources or you may use the ADP Portal to make the changes yourself.
Taxes
Certain taxes are withheld from your paycheck, as required by law:
• Federal Income Tax and State Income Tax are withheld based upon the number of withholding
allowances you claim on your W-4 form.
• Social Security and Medicare taxes are withheld based on a percentage of your gross income.
If you are a J-1 student, Social Security and Medicare taxes are not withheld.
• California State Disability (SDI) and Paid Family Leave Insurance (PFL) are withheld based on
a percentage of your gross income.
If you have questions regarding taxes withheld from your paycheck, contact Human Resources. In
addition to taxes withheld from your paycheck the Company also pays on your behalf, Social Security
and Medicare taxes (not for students with a J-1 visa) and contributes a percentage of all wages paid to
State and Federal unemployment compensation benefit funds.
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Rest Breaks
All nonexempt employees are entitled to rest break periods during their workday. If you are a
nonexempt employee, you will be paid for all such break periods, and you will not clock out. You are
required to remain on the work premises during your rest break(s). You are expected to return to work
promptly at the end of any rest break.
Number of Rest Breaks
You will be authorized and permitted one (1) 10-minute rest break for every four (4) hours you work (or
major fraction thereof, which is defined as any amount of time over two (2) hours. A rest break need
not be authorized for employees whose total daily work time is less than three and one half (3.5) hours.
If you work a shift from three and one-half (3.5) to six (6) hours in length you will be entitled to one (1)
ten-minute rest break. If you work more than six (6) hours and up to 10 hours, you will be entitled to
two (2) ten-minute rest breaks. If you work more than 10 hours and up to 14 hours, you will be entitled
to three (3) ten minute rest breaks. For shifts in excess of 14 hours, you will continue to be entitled to
additional paid 10-minute rest breaks for every four (4) hours you work, or major fraction thereof.
Timing of Rest Breaks
You are authorized and permitted to take a rest break in the middle of each four hour work period.
Your rest break will be scheduled by either your supervisor or manager.
Meal Period
All nonexempt employees will be provided an uninterrupted unpaid meal period of at least 30 minutes if
you work more than five (5) hours in a workday. You must clock out for your meal period. You will be
permitted a reasonable opportunity to take this meal period, and you will be relieved of all duty. During
your meal period, you are free to come and go as you please and are free to leave the premises. You
are expected to return to work promptly at the end of any meal period. If your total work period for
the day is more than five hours per day, but no more than six hours, you may waive the meal
period. This cannot be done without the mutual consent of you and your supervisor/manager.
You must discuss any such waiver with your supervisor in advance and the waiver must be in
writing.
Timing of Meal Period
Your meal period will be provided no later than the end of your fifth hour of work. For example, if you
begin work at 8:00 a.m., you must start your meal period by 12:59 p.m. (which is before the end of your
fifth hour of work). Your meal period will be scheduled by either your supervisor or manager.
Second Meal Period
If you work more than 10 hours in a day, you will be provided a second, unpaid meal period of at least
30 minutes. Again, you must clock out for your meal period. You will be permitted a reasonable
opportunity to take this meal period, and you will be relieved of all duty. There will be no control over
your activities during your meal period. During your meal period, you are free to leave the premises
and are free to come and go as you please. You are expected to return to work promptly at the end of
any meal period. Depending on the circumstances, you may be able to waive your second meal
period if you took the first meal period and if your total hours worked for the day is not more
than twelve hours. This cannot be done without the mutual consent of you and your manager,
and must be in writing. It must be discussed with your manager in advance.
Timing of Second Meal Period
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This second meal period will be provided no later than the end of your 10 hour of work. For example,
if you begin work at 8:00 a.m., you must start your second meal period by 5:59 p.m. (which is before
the end of your tenth hour of work). Your second meal period will be schedules by your manager.
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Recording Meal Periods
You must clock out for any meal period and record the start and end of the meal period. Employees
are not allowed to work “off the clock.” All work time must be accurately reported on your time
record. If for any reason you are not provided a meal period in accordance with our policy or if you are
in any way discouraged or impeded from taking your meal period or from taking the full amount of time
allotted to you, please immediately notify the Human Resources Dept. Anytime you miss a meal period
that was provided to you (or you work any portion of a provided meal period), you will be required to
report to Human Resources and document the reason for the missed meal period or time worked.
Punctuality and Attendance
As an employee of Boreal/Soda Springs Resorts and Woodward Tahoe, you are expected to be
punctual and regular in attendance. Any tardiness or absence causes problems for your fellow
employees and your supervisor. When you are absent, your assigned work must be performed by
others.
Employees are expected to report to work as scheduled, on time, and prepared to start work.
Employees also are expected to remain at work for their entire work schedule, except for meal periods
or when required to leave on authorized Company business. Late arrival, early departure, or other
unanticipated and unapproved absences from scheduled hours are disruptive and must be avoided.
If you are unable to report for work on any particular day, you must under all but the most extenuating
circumstances call or text (managers will specify) your manager at least one hour before the time you
are scheduled to begin working for that day. In all cases of absence or tardiness, employees must
provide their manager with an honest reason or explanation. Employees also must inform their
manager of the expected duration of any absence. If you are unable to reach your manager you must
leave a message with Human Resources. Excessive absenteeism or tardiness will not be tolerated.
Sick Leave
Year-round employees accrue sick leave at 1.54 hours per pay period. It is cumulative up to 40 hours.
Sick leave can be used for personal or family illness, doctor’s appointments, or family funerals.
Vacation
Employees are eligible for vacation based upon their active years in a position classified as Full Time
YR. Active service commences with an employee’s first day of year round work, and thereafter unless
broken by an absence without pay, a leave of absence, or termination of employment. Seasonal,
temporary and part-time employees do not accrue vacation. Vacation can accrue to a maximum of 240
hours after 10 years of being eligible for vacation. Once this cap is reached, no further vacation will
accrue until some vacation is used.
Eligible employees may use accrued vacation, sick leave, holidays, Employees will need to schedule
time off with their supervisors.
An employee whose employment terminates will be paid for their accrued, unused vacation and
holidays only. If the employee returns sometime in the future, the employee for the first year will
accumulate 1.54 hours per pay period until the new one year anniversary. The employee will then
begin to accrue at the rate for their total number of employment..
Employees on unpaid leave do not accrue vacation, sick leave or holidays.
Paid vacation will be accrued on the following basis:
0 – 1 year
1.54 hours per pay period
40 hours
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80 hours
capped at 120 hours
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5 – end of 9 year
120 hours
capped at 180 hours
10 – you retire
160 hours
capped at 240 hours
1 – end of 4 year
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Holidays
Begin a position classified as Full Time YR and S10 (see page 10)are entitled to Holidays. BRC has
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six paid holidays—New Years, Memorial Day, July 4 , Labor Day, Thanksgiving, and Christmas.
Because most of our year-round employees are working holidays during the winter season, they can
take the holiday off at a later date. Holidays do not roll over to the following season and must be taken
by November 1.
Return to Work
If you are absent from work for a non-work related injury or illness longer than three (3) working days,
you will need a “Release to Work” depending upon the nature of the illness/injury and your job
requirements prior to returning to work. Written authorization must be given to both Human Resources
and your supervisor.
Storm Periods and Work Schedules
Every effort is made during storm periods to maintain normal operation. On snow days, plan to get up
earlier so you can shovel out and be at work at your scheduled time. Conditions which excuse
absence from work include highway closure, severe avalanche danger, or severe flooding. If these
weather conditions prevent you from safely traveling to work, you must notify your manager by
telephone. Caltrans will close I-80 for poor visibility or accidents. If I-80 is open you are expected to
report for work. Road closures are temporary, so when I-80 reopens call your manager or Human
Resources at 436-3663 ext. 3-3256 for instructions about reporting to work after a highway closure.
DRESS AND APPEARANCE
It is important the impression we give our guests in both service and appearance is professional and
friendly. Our focus is on presenting a guest-friendly and approachable style that fosters interactions
and communication between you and our guests. We believe it is possible to allow employees to
express their individuality and at the same time meet our guest-friendly and professional appearance
standards.
Cleanliness is paramount. Your personal attire and uniforms must remain clean and presentable at all
times. A uniform that is tattered or torn is unacceptable and must be replaced in Human Resources.
Employees who are issued indoor uniforms must launder them at home. Employees who are issued
outdoor uniforms must also exchange “dirty” uniforms in Human Resources.
Hygiene Standards for All Employees
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Personal and oral hygiene are vital to good grooming. This includes daily bathing and use of
deodorant.
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We strive to maintain a fragrance-free workplace. Extreme or offensive odors, including
natural or artificial fragrances, are not acceptable to our guests and coworkers. Examples
are, but not limited to: body odor, patchouli, cigarette smoke and excessive cologne/perfume.
Other Guidelines for all Employees
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Hair must be neatly cut and clean.
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Hair below shoulders might need restraint to avoid getting in the way while working.
Unnaturally colored hair and extreme hairstyles such as spiked hair do not present a
professional appearance and are not allowed
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One facial piercing is permitted. It is limited to a small, nose, eyebrow, or lip stud or one small
nose ring. Jewelry: rings, necklaces, bracelets and earrings are permitted, but must not be
worn while performing work where they might present a hazard to the employee. Do not
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wear any jewelry which is a safety hazard. No ear discs. No other visible body piercing is
allowed.
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Tongue piercing is allowed, however it is not to exceed a 5 mm gauge. Employee must be
able to communicate clearly; and they must not “play” with the tongue stud as to distract
coworkers and guests. Tongue splicing is not permitted.
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Midriffs (belly) should be covered at all times. Pants and snow pants must be worn
appropriately around the waist so as not to expose areas below the natural waist. No
excessively baggy, loose or tight articles of clothing are to be worn. No undergarments may
show.
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Face must be clean shaven if you choose not to have a beard or mustache they must be
established by your start date.
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Beards, mustaches, soul patches and goatees must be clean, neat, fully grown and trimmed to
the contours of the face. Facial hair must not extend down the neck. Beards or facial hair that
causes a health or safety issue may be restricted for your job. Non-standard facial hair is not
permitted; including but not limited to braiding and/or ponytails
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Visible tattoos may not be of an offensive and/or controversial nature. Tattoos exceeding
these parameters must be completely covered by clothing. Visible tattoos located above the
shoulders must be pre-approved by your Director. The following list is examples of nonpermitted tattoos. This list is not intended to be all-inclusive: death, sex, drugs, alcohol,
witchcraft/voodoo, pain/suffering, violence, nudity or adult language.
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Excessive makeup is not permitted.
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In addition to your uniform, sunglasses can be worn, however not while working inside.
If you are not issued a uniform, you are expected to wear either ski clothing or appropriate resort-wear
or business casual.
Each resort and department may have additional and more specific guidelines that address
appearance and safety considerations.
These guidelines help define what is meant by a clean and well-groomed appearance. The Company
reserves the right for management to have the final determination of whether a person’s appearance
complies with the standards.
The Company administers this policy in compliance with Equal Opportunity laws.
Uniforms
Please keep these easy to follow parameters in mind:
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Uniforms are issued free of charge and must be kept clean and in good condition.
•
All employees are required to wear a nametag while working. Pins, stickers and badges not
related to your job are not allowed. The nametag must have your name on it. The nametag is
to be on the outer layer of clothing. If the uniform piece has a predetermined slide or Velcro
the nametag must be worn in that location. The nametag on the new blue operations jackets
will go on the left side pocket flap.
•
Inside uniforms at Boreal and Soda Springs are shirts. You may wear a long sleeved shirt
underneath your uniform shirt (manager/supervisor will tell you colors), but it must not hang
below your uniform shirt or be a hoody. Approved pants are blue jeans, black pants or khaki
colored pants (no shorts).
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•
WWT outerwear is issued through HR to employees working in the Ride with Woodward
program. Inside employees must wear a Woodward staff shirt and black, yellow, or gray pants
with no or small branding. Inside employees may also wear a Woodward staff hat.
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Uniform baseball hats and beanies may be issued. Other types of head gear must be
approved by the department director. Baseball caps must be worn with the logo in the front.
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Each resort and department may have additional and more specific guidelines that address
appearance and safety considerations. Boreal/Soda outdoor uniforms include a jacket (color
designation by department) and black board pants. All shirts worn underneath jacket must not
be seen below jacket. Jackets and/or vests must be zipped closed.
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Outside uniforms may not be worn away from the mountain except at Soda Springs where
lockers are not provided. Employees are not allowed to ski/ride in their uniform when they are
not on duty.
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Shoes must provide safe, secure footing, and offer protection against hazards.
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The Company administers this policy in compliance with Equal Opportunity laws. Employees
who need a reasonable accommodation because of religious beliefs, observances or practices
should contact Cooke West Director of Human Resources and discuss the need for
accommodations.
EMPLOYEE STANDARDS
Other Employment
While employed by BRC employees are expected to devote their energies to their jobs with the
Company.
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Employment that directly conflicts with the Company’s essential business interests and
disrupts business operations is prohibited.
Employees who wish to engage in additional employment that may create a real conflict of interest
must submit a written request to the Human Resources Dept. explaining the details of the additional
employment. If the additional employment is authorized, BRC shall not provide workers’ compensation
coverage or any other benefit for injuries occurring from or arising out of additional employment.
Authorization to engage in additional employment can be revoked at any time.
Confidentiality
Each employee is responsible for safeguarding the confidential information obtained during
employment.
During the term of employment with BRC, employees may have access to and become familiar with
information of confidential, proprietary, or secret nature, which is or may be either applicable or related
to the present or future business of the Company. You have a responsibility to prevent revealing or
divulging any such information unless it is necessary for you to do so in the performance of your duties.
Access to confidential information should be on a “need-to-know” basis and must be authorized by your
supervisor. Employee agrees that he or she will not remove or otherwise transmit confidential,
proprietary or secret information without express prior written consent of an authorized company
representative. Any breach of this policy will not be tolerated and legal action may be taken by the
Company.
At Boreal Ridge Corporation we take pride in the strong sense of team-work in our culture. It can be
seen daily when we help each other, support each other and noticing when someone has done
something great. This effort must be furthered by treating each other with respect, avoiding statements
or gossip that may be damaging and not a positive use of our energy. We ask that all of our employees
handle gossip or negative statements with professionalism and utilize our open door policy to address.
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Do not ever write down or save a customer’s credit card number, expiration date or the security code.
Credit cards should be used directly in a point-of-sale computer and never recorded for later use.
Conflicts of Interest
All employees must avoid situations involving actual or potential conflict of interest. Personal or
romantic involvement with a competitor, supplier, or subordinate employee of BRC which impairs an
employee's ability to exercise good judgment on behalf of the Company, can create an actual or
potential conflict of interest. Supervisor-subordinate romantic or personal relationships also can lead to
supervisory problems, possible claims of sexual harassment, and morale problems.
An employee involved in any of the types of relationships or situations described in this policy should
immediately and fully disclose the relevant circumstances to his or her immediate supervisor, or any
other appropriate supervisor, for a determination about whether a potential or actual conflict exists. If
an actual or potential conflict is determined, BRC may take whatever corrective action appears
appropriate according to the circumstances. Failure to disclose facts shall constitute grounds for
disciplinary action.
Political Activity
Many employees participate in political activities on their own time. Company time, facilities, property
or equipment (including all computers, networks, and electronic equipment) must not be used for an
employee’s outside political activities
Absent a formal statement by BRC announcing any political endorsements, employees must not,
through their own actions, speech, contributions, or written communication, mislead others to believe
that BRC officially endorses or opposes any candidates for political office that BRC itself has not
publicly announced. Company employees are entitled to their own personal position.
The Company will not discriminate against employees based on their lawful political activity engaged in
outside of work.
Customer Relations
Employees are expected to be polite, courteous, prompt, and attentive to every customer. When an
employee encounters an uncomfortable situation that he or she does not feel capable of handling, the
manager/supervisor should be called immediately.
Customers are to be treated courteously and given proper attention at all times. Never regard a
customer's question or concern as an interruption or an annoyance. You must respond to inquiries
from customers, whether in person or by telephone, promptly and professionally.
Through your conduct, show your desire to assist the customer in obtaining the help he or she needs. If
you are unable to help a customer, find someone who can.
Never argue with a customer. If a problem develops or if a customer remains dissatisfied; ask your
supervisor or the general manager to intervene.
Conduct Standards
The Company employees are expected to maintain certain behavior and performance standards. The
following list is intended to provide examples of behavior which can result in discipline up to and
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including immediate termination and will not be tolerated; it is not intended to be complete. At all times,
employees are expected to use good judgment in determining appropriate behavior at work.
The Company reserves the right to terminate any employee at any time for any reason, with or without
notice. (See At-Will Policy) The following list is not intended to be all inclusive.
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Falsification of timecards, vandalism of time clocks, and/or employment records or other
Company records (note that employment information includes Social Security Numbers and
any other document used to verify identity and ability to work in the United States);
Clocking someone else in or out, or asking someone to clock you in or out;
Removing or borrowing Company property without prior authorization;
Discourtesy or unfriendliness to guests or co-workers;
Any violent conduct, threat of violence, or bringing a weapon on premises;
Participating in horseplay or practical jokes on Company time or on Company premises;
Causing, creating, or participating in disruption of any kind during working hours on Company
property;
Violation of drug and alcohol policy;
The use of obscene or abusive language;
Sexual harassment or any form of unlawful discrimination;
Violation of safety policies;
Failure to satisfactorily perform job duties and/or follow supervisor’s work instructions
(insubordination);
Unexcused or excessive absence or tardiness; providing false explanation for an absence;
Failing to observe working schedules, including rest and meal periods;
Sleeping or malingering on the job;
Failure to promptly report work-related injury or illness;
Failure to obtain permission to leave work for any reason during normal working hours;
Dishonesty, theft, fraud, or embezzlement;
Misuse or willful destruction of Company property, fellow employee’s property, or customer
property;
Revealing confidential Company information to unauthorized persons. Never give out a
customer’s, employees’ or your own personal information by any method. This includes credit
card information, e-mail addresses, birthdates, addresses, etc.
Unauthorized use of Company property, including ski passes
Skiing without your pass or giving your pass to someone else
Skiing/riding in closed areas, violation of ski/snowboarding rules
Acceptance or solicitation of loan from a guest, vendor, supervisor or subordinate
Smoking in a public area while on duty and in uniform. No smoking inside a building, in a
company vehicle or snowcats, and not closer than 20 feet from a building or entrance. The
designated area for smoking in the lodge area is West edge of the cafeteria deck.
Refusal to cooperate with an official BRC investigation.
Use of IPods, headphones, or cell phone while on duty in a public area (unless required as part
of your job).
Leaving the Company
Upon termination of your employment, you must:
• Return your Team ID and those of your family to Human Resources
• Return any keys or equipment issued to you to your supervisor
• Clean out your issued locker(s)
• Return your uniform to the Human Resources
• Notify Human Resources of your forwarding address for W2 forms and other correspondence
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Employee References
All requests for references must be directed to the Human Resources Director. No other
manager, supervisor, or employee is authorized to release references for current or former
employees.
By policy, BRC discloses only the dates of employment and the title of the last position held of former
employees. If you authorize the disclosure in writing, BRC also will inform prospective employers of the
amount of salary or wage you last earned.
Involuntary Termination and Progressive Discipline
Violation of BRC policies and rules may warrant disciplinary action. The Company has established a
system of progressive discipline that includes verbal warnings, written warnings, and suspension. The
system is not formal and BRC may, in its sole discretion, utilize a form of discipline deemed appropriate
under the circumstances, up to, and including, termination of employment. The Company’s policy of
progressive discipline in no way limits or alters the at-will employment relationship.
Reductions in Force
Under some circumstances, BRC may need to restructure or reduce its workforce. If restructuring our
operations or reducing the number of employees becomes necessary, the Company will attempt to
provide advance notice, if possible, to help prepare affected individuals. If possible, employees subject
to layoff will be informed of the nature of the layoff and the foreseeable duration of the layoff, whether
short-term or indefinite.
In determining which employees will be subject to layoff, BRC will take into account, among other
things, operation and requirements, the skill, productivity, ability, and past performance of those
involved, and also, when feasible, the employee’s length of service.
Voluntary Resignation
Voluntary resignation results when an employee voluntarily quits his or her employment at BRC or fails
to report to work for three consecutively scheduled workdays without notice to, or approval by, his or
her supervisor. All Company-owned property, including vehicles, keys, uniforms, identification badges,
and credit cards, must be returned immediately upon termination of employment.
BENEFITS AND PRIVILEGES
You are eligible for the benefits and privileges described in this handbook when you are not only in
payroll, but begin your scheduled work. While at the Company, or participating in an activity sponsored
by the resort, whether on or off duty, you are expected to behave in a manner that favorably represents
the resort and to maintain a professional and friendly attitude. If you abuse the privileges or benefits
offered by the Company, you may be subject to disciplinary action which could include loss of benefits
and/or termination.
Lift Ticket Privileges
Your Team ID (AKA, pass) with its associated privileges is available to you once you have completed
all required paper work, are in the payroll system, and have started work. Your pass will be available in
Human Resources 24 hours after you have been entered into the payroll system. You must wear
your Team ID when you ski or ride. All dependent passes, National Patrol passes and Patrol
dependents passes are processed in Human Resources. Team IDs, family IDs, designated passes,
and VIP passes are the property of BRC. They may be suspended or revoked and returned when your
employment is terminated.
As a full-time or seasonal employee in good standing, you may ski/snowboard free of charge at BRC,
other POWDR Resorts (Mt. Bachelor, Las Vegas Ski & Snowboard, Copper Mountain, Gorgoza Park,
Killington and Pico Resorts). You may also ski/snowboard free Monday – Friday at Sugar Bowl,
Donner Ski Ranch, and Royal Gorge. Your Supervisor or Manager must give a referral to the Human
Resources Office for a “letter of introduction”. You must take the signed letter and your Team ID to get
a lift ticket at any of the above resorts. There are also skiing/boarding benefits at other resorts (not
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free), ask Human Resources for additional information. If you forget to bring your Team ID, you will
have to purchase a lift ticket at full price to ride at those resorts.
All employees have two lift ticket vouchers associated with their pass. The vouchers are redeemable
through the Ticket Department. The vouchers are for the use of friends and family. They are not to be
sold.
All active Boreal and Soda Springs employees who are in good standing are eligible for a FREE
Bunker Pass that is valid Monday-Friday, non-holiday so long as the Bunker has space
available. Employees can visit HR to get a letter to verify employment and then bring it to the
Woodward Front Desk and pick up your Employee Bunker Pass. All active employees of WWT who
are in good standing have unlimited access to the Bunker and all WWT facilities so long as space is
available. Bunker Passes may be suspended or revoked at any time and returned when employment
is terminated.
Employees who are married or have a domestic partner (registered with the State of
California) are eligible to receive a dependent pass. The dependent children (18 and under) of an
employee are also eligible for passes. For part-time employees they must commit to work at least 21
of the 28 most important days of the season (Thanksgiving, Christmas Holidays, MLK, and Presidents
week-end).
All employees qualify for a 35% discount at any of our Woodward Camps. Please see Human
Resources for more information.
Rental and Demo Shop
The Ski/Snowboard Rental Shop offers a discount on all rentals for employees. Here are the discount
guidelines:
•
The discount is for the personal use of the employee only; please don’t try and use your
discount for friends or relatives.
•
Discount rental equipment is subject to availability—it might not be available on busy
weekends or holidays.
•
Please wait in line.
•
A rental form must be completely filled out and processed by a cashier each time equipment is
rented.
•
Please follow the proper procedures when returning equipment to the Rental Shop
•
Extended rentals are not available due to the need for all equipment for our customers.
•
A credit card is required for each employee rental every time equipment is rented.
Repair Shop
We encourage you to take advantage of the technician’s expertise on your bindings, adjustments, and
inspections. This is to ensure your equipment is in good working condition. The Repair Shop also
offers employees a 50% discount on services for their equipment only, sorry not for friends or family.
Replacement parts or materials will be billed at regular rates. All paperwork must be completely filled
out; and please remember that repairs may take 2 -3 days to complete.
Food Discounts
Food & Beverage Guidelines—BRC employees receive a 50% discount on prepared food items;
however prepackaged items, Red Bull, and candy are at a lower discount rate in the cafeteria.
Moondoe’s discount rate is 25%. To receive your discount you should be in uniform with your nametag
attached; and have your valid Team ID. The discount is for EMPLOYEES ONLY. Using your discount
to purchase items for friends or family will result in the loss of your discount privileges. Food discounts
do not apply to alcoholic beverages.
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Please be aware our primary duty is to serve our guests. On Saturdays and holidays please plan
ahead and bring your own meal. Breakfast Cutoff Time for Employees is 10:30 am.
NOTHING IS FREE . . . please see your manager or supervisor about your department’s policy on
providing coffee. Valid complaints, constructive criticism, or suggestions can be brought directly to
Mike Morris the F&B Director; or Tracy Hitchcock the F&B Manager. Please do not complain to the
cashier. Compliments or encouragement are welcomed to be shared with our employee’s at any time!
The discount program is one of your benefits, please be respectful and bus your own table and clean
up after yourself. Employees may not cut in any cafeteria line. Only F&B employees are allowed in the
kitchen. DO NOT USE THE BACKSTAIRS THROUGH THE KITCHEN.
Retail Shop Discounts
Employees receive a 20% discount at Underground Sports. Purchases are for the employee only and
require a $5.00 minimum purchase.
401(k) Plan
POWDR Corp. maintains a 401(k) and 401K Roth savings plan for eligible employees of the Company.
You must have completed one year of eligibility service and worked 1,000 hours to join the plan. A
summary plan description of the 401(k) plan and more information are available from Human
Resources.
Medical Insurance
BRC provides a comprehensive medical insurance plan for eligible employees and their dependents.
Full-time year-round and seasonal managers are eligible for this insurance. Please see Cookie West
in Human Resources for information about Health Care Reform in both California and Nevada if you do
not qualify for our medical insurance plan. BRC now offers a Health Flex Plan and a Flex Plan for child
care. Please see Human Resources for more information.
AFLAC Accident Policy
Employees can sign up for AFLAC. The premiums (paid by the employee) are made via payroll
deduction and are a pre-tax deduction. The deduction can be transferred to your bank account when
you leave. Please see Human Resources for more details.
Disability Insurance
Each Employee contributes through payroll tax to California’s state disability insurance programs.
Disability insurance is mandated by the California Unemployment Insurance Code and administered by
the Employment Development Department. Disability insurance is payable when you cannot work
because of illness or injury not caused by employment at the company. An additional tax funds the
state’s Paid Family Leave program, and provides partial wage replacement for absences related to
care of a family member, or bonding with a new child. Specific rules and regulations governing
disability are available from the Human Resources Director.
Unemployment Compensation
BRC contributes the required funds each year to the California Unemployment Insurance Fund on
behalf of its employees.
Social Security
Social Security is an important part of every employee’s retirement benefit. BRC pays a matching
contribution to each employee’s Social Security.
Employee Lockers
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There are a limited number of lockers available at Boreal. Ski Patrol and Snowsports departments
provide lockers for their employees. All other departments can select a locker in the downstairs
hallway between Snowsports and Human Resources. Please register for a locker in the HR Office.
You must provide your own lock. Employee lockers are subject to inspection (see Employee Right to
Inspect). Employees should be aware they are responsible for any personal items or equipment left or
stored at WWT employees must use designated storage under the tumble floors and must not leave
equipment laying around the facility for any reason. Racks, cubbies, lockers, storage room are the only
appropriate place for the employee equipment. The Company is not responsible for lost or stolen items.
It is your responsibility to insure valuables through a homeowners or renter’s insurance policy.
SAFETY AND ACCIDENTS
Safety is our #1 priority at BRC, both for employees and customers. All employees are responsible for
their own safety, as well as that of others in the workplace. To help us maintain a safe workplace,
everyone must be safety-conscious at all times. You must report all work-related injuries or illnesses
immediately to your supervisor or to the Human Resources Department. In compliance with California
law, and to promote the concept of a safe workplace, BRC maintains an Injury and Illness Prevention
Program. The Injury and Illness Prevention Program is available for review by employees and/or
employee representatives in the Human Resource’s office.
In compliance with Proposition 65, BRC will inform employees of any known exposure to a chemical
known to cause cancer or reproductive toxicity.
BRC is committed to providing the best possible working conditions for all employees. To accomplish
this, the Company will make every reasonable effort to comply with all current occupational health,
safety, and environmental laws; and develop the best feasible operations, procedures, technologies,
and policies to provide such conditions. When you are trained for your specific department, you will be
given additional instructions on safe work practices and the proper operation of tools and machinery in
your work area. You are required to:
•
•
•
•
•
Attend all safety meetings
Use all safeguards and protective measures necessary for the performance of your job
All employees under the age of 18 must wear helmets while riding/skiing on the clock
Be aware that your health and the health of your fellow employees and our guests are
dependent upon your compliance with all safety rules.
Employees teaching guests under the age of 18 must wear a helmet while skiing/riding.
Hazard Communication Standard
OSHA has revised its Hazard Communication Standard (HCS) to align with the United Nations’
Globally Harmonized System of Classification and Labeling of Chemicals (GHS). BRC is following all
of the new standards:
•
•
•
•
•
•
New labeling elements and a standardized format for Safety Data Sheets (SDS) formerly
known as MSDS sheets (phased in December 1, 2013 – June 1, 2016).
ü Type of information employees would see on new labels
ü How to use the labels in the workplace
ü Understand how the elements work together on a label
ü How the information on the label is related the SDS
Posting of the OSHA Quick Card—Hazard Communication Standard Pictogram
(English/Spanish)
Inventory of hazardous substances
Substance identification and labeling
Safety Data Sheets (binder in dept. areas and copy in HR)
Additional training will be completed in your department training.
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For further information, contact your Dept. Manager.
Vehicle Safety Rules
Winter driving requires extra care. Although you may be an experienced winter driver, others on the
road may not. Stop where it is not only safe, but where you will be able to resume movement again.
•
•
•
•
•
•
•
Never drive any Company vehicle, snowmobile, etc., until you have been approved, trained on
the proper operation and added to the company vehicle policy.
When driving a Company vehicle, observe all traffic laws and wear the seat belt provided.
You must do a pre-trip inspection—any vehicle violation or driving violation will have your
name, not BRC on the ticket.
Report any malfunctions or accidents to Vehicle Maintenance, your supervisor, and Human
Resources.
When driving, watch for icy road conditions.
It is against the law to use a cell phone or text while driving.
A DOT helmet, properly fastened and fitted is required when driving a snowmobile or ATV. In
all cases, helmets must be worn as intended (i.e., chinstrap must be utilized).
Code of Safe Practices The Company is concerned with employee health and safety.
Employees who work outside may be exposed to extreme temperatures or adverse working
conditions, particularly in the summer months. All supervisors are trained in the prevention of heat
illness.
Employees who work outside are allowed and encouraged to take a recovery cool-down period in
the shade for not less than five minutes to prevent heat illness. The Company has procedures in
place for employees to request recovery periods and for ensuring that recovery periods are
provided when appropriate. Please refer to the Company's Injury Illness and Prevention Program
or talk to your supervisor for details on how to ensure you are protected from heat illness dangers.
It’s estimated that up to 90 percent of all work-place accidents are caused by unsafe acts, not unsafe
conditions. It is your responsibility to work in a safe manner and to report any hazardous conditions to
your Supervisor immediately. Each department must hold and document a safety meeting at least
once a week.
Failure to follow safe work procedures or violation of safety rules will result in disciplinary action.
•
•
•
•
•
•
•
•
•
Report all accidents to your Supervisor.
Report all unsafe or broken tools or equipment or any other hazard to your supervisor
immediately.
THINK! A major portion of the accidents that occur are caused by the “thoughtless act”. Don’t
take chances. It isn’t worth it.
Stay hydrated, hydration is important for proper motor function and brain activity.
Use protective clothing and equipment. Face shields, safety glasses, guards and other
protective equipment are furnished by the Company. It is mandatory that you use them when
required.
When lifting heavy objects, squat down and keep your back straight; use the leg muscles when
lifting. Do not attempt to lift any object heavier than you can handle.
When using sharp-edged tools, cut away from your body, otherwise a tool may slip and injure
you, i.e. razor blades.
Before starting work, tuck in loose clothing.
Be aware of your body and stay focused. Many injuries occur late in the morning after lack of
nourishment or hydration in the morning.
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•
General housekeeping. Keep aisles clear and cords out of the way.
The above list is not complete. Please refer to your departmental Training Log and manual for
additional departmental safety practices.
Slips and Falls
Walking in the parking lot or open areas can be hazardous during the winter months. The following are
hints on how not to fall:
•
•
•
•
•
•
•
•
•
Wear proper footwear including traks
Take small steps to keep your balance and walk slowly—Do not run on icy ground
Keep both hands free for balance—Do not put them in your pockets
Use handrails if available
Allow extra time to get where you are heading
Keep your eyes on where you are going
Test potentially slick areas by tapping your foot on them
Step—Do not jump from vehicles and equipment
Keep areas clear of debris, water, ice and slippery materials
Heavy Equipment Hazards
There will be occasions when employees will be working around heavy equipment, including but not
limited to, snow cats, winch cats and pipe cutters, loaders, trucks and snowblowers. The following
considerations can be helpful in reducing the risks associated with working around heavy equipment. If
you are unsure about any situation or activity, immediately call a manager or supervisor.
There are many risks involved in working around heavy equipment, some of which are listed below:
• Operator’s restricted visibility.
• Operator’s restricted ability to hear.
• Operator’s attention and concentration on operating tasks.
Communication between the ground person and operator is critical for safe operations. All of these
risks may be exacerbated by weather, visibility, lighting and terrain. Employees should be familiar with
the following considerations:
• Contacting the operator on the radio before approaching the machine or entering the working
area, to let him/her know of your presence and whereabouts.
• Making eye contact with the operator and acknowledging (and waiting for acknowledgment) by
hand signals or other gesture before entering the working area.
• Not approaching any machine from the back.
• Beware of any auxiliary equipment, such as winches or blowers.
• Not operating or parking another vehicle behind any machine, even if the operator sees you.
• Do not approach or touch any machine until the machine is idled, blade or bucket is on the
ground, and the operator signals that it is safe to approach.
Extreme Temperatures
In our working environment, we are often exposed to extreme weather. These can include sun and
heat (over 75 degrees), wind, snow, rain and cold. Hazards which must be managed in these
environments include sun burn, heat illness, hypothermia and frostbite. It is Boreal policy that
employees who work in the extremes of our outdoor environment are educated on its hazards, and are
provided with means to manage its effects.
Emergencies
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In the event of an emergency or evacuation, you will be instructed on what to do. When you are
reporting an incident, give only the information necessary to aid the situation--facts, not your opinion.
Questions from the public should be directed to the Information Desk or your supervisor.
Any media inquiry is to be directed to the Marketing Department only. Please do not represent the
Company to reporters.
Guest Accidents
If you come upon an accident:
1. By any means available immediately notify the Ski Patrol. On the mountain go to a lift
operator, give him all pertinent information (male/female, adult/child, color of outfit,
boarder/skier, location), and the operator will call Ski Patrol.
2. Keep the injured person warm and comfortable. Do not move him/her unless you are qualified
to.
3. Once the Ski Patrol arrives, move out of the way. Occasionally, a patroller will ask for you to
help in rendering first aid. If you are not asked to assist, return to your job as soon as possible.
4. Do not make statements about accidents to victims, other employees, customers, or
witnesses. Release information only to the Ski Patrol or a designated investigator.
5. If there are any witnesses, politely request their names, and addresses, and ask them to stand
by to give statements of what they saw to the Ski Patrol or a designated investigator.
6. Always be polite and pleasant when dealing with a patient or witnesses.
7. Employees are required to complete an Employee Witness Statement whenever a guest or
employee has been injured or property may have been damaged. Your report of events is
extremely important and must be strictly factual with no subjective observations. Sometimes
the guest does not receive first aid and contact may be made at a later date by letter or
telephone. Your report may be the only record as to what happened.
Worker’s Compensation—Employee Accidents
Boreal/Soda Springs Resorts and Woodward Tahoe, in accordance with state law, provides insurance
coverage for employees in case of work-related injury. The workers’ compensation benefits provided to
injured employees may include:
•
•
•
Medical care;
Cash benefits, tax free, to replace lost wages; and
Assistance to help qualified injured employees return to suitable employment.
To ensure that you receive any workers’ compensation benefits to which you may be entitled, you will
need to:
•
Immediately get help from the Ski Patrol and report any work-related injury to your supervisor.
•
If the accident is minor, you may choose to go to first aid. All work-related injuries must be
reported to Human Resources within 24 hours. Failing to fill out a report will delay your
benefits and may result in a denial of benefits.
•
Complete an Employee’s Claim for Workers Compensation Benefits (DWC Form 1) and the
State Employers Report (5020) must be completed along with Employees Accident Report,
Witness Reports, Manager’s Report, Incident Report (IR) from Patrol, and return all to -Human
Resources (HR).
•
Provide the Company with a certification from your health care provider regarding the need for
workers’ compensation disability leave, as well as your eventual ability to return to work from
the leave.
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All employees who have gone to the hospital or doctor’s office for an injury must have a medical
certification (Release to Work) before they are allowed to return to work. This release must be given to
HR as well as a copy to their supervisor.
Upon submission of a medical certification (Release to Work) that an employee is able to return to work
after a workers’ compensation leave. The employee under most circumstances will be reinstated to his
or her same position held at the time the leave began, or to an equivalent position, if available. An
employee returning from a workers’ compensation leave has no greater right to reinstatement than if
the employee had been continuously employed rather than on leave. For example, if the employee on
workers’ compensation leave would have been laid off had he or she not gone on leave, or if the
employee’s position has been eliminated or filled in order to avoid undermining the Company’s ability to
operate safely and efficiently during the leave, and no equivalent or comparable positions are available,
then the employee would not be entitled to reinstatement.
An employee’s return depends on his or her qualifications for any existing openings. If, after returning
from a workers’ compensation disability leave, an employee is unable to perform the essential
functions of his or her job because of a physical or mental disability, the Company’s obligations to the
employee may include reasonable accommodation, as governed by the Americans with Disabilities
Act.
The law requires BRC to notify the workers’ compensation insurance company of any concerns of false
or fraudulent claims.
Company-Provided Physician
BRC provides medical treatment for work-related injuries through a medical provider network (MPN).
NOVA, which the company has chosen to provide medical care to injured employees because of their
experience in treating work-related injuries. When you report a work-related illness or injury, you will
be sent for medical treatment, if treatment is necessary. You will be paid your regular wages for the
time you spend seeking initial medical treatment.
Policies and Procedures
GENERAL EMPLOYEE SKIING AND RIDING
Qualified employees are allowed to ski and ride, for valid business purposes, as part of their job duties.
At all times employees must ski or ride at a safe speed, stay in control, and follow the Responsibility
Code. All employees that ski/ride as a job requirement must be approved by a manager after having
completed ACL training, shown familiarity with the Responsibility Code and with Smart Style, and
skiing/riding been observed by manager.
Employee Approved Routes
Sometimes it will be necessary for employees from any department to ski/snowboard while on the
clock to get from point A to point B. The following are designated routes through and around the
mountain that avoid terrain park features. As a general rule the easiest available groomed non-park
run is to be used.
Cedar Ridge Chair:
All access use “Sunrise Blvd”
Castle Peak Chair:
Use “South Forty”
Accelerator Chair:
For base area access use “Prospector”
For access to Lost Dutchman and 49ner use “Sunset BLVD”
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49er Chair:
For all access use “Sunset BLVD”
Lost Dutchman Chair:
To access bottom of chair use “Sunset Blvd to D&R.G. “
For all other access use “Sunset BLVD”
Soda Springs:
Use groomed runs from the top of Lion’s Head or Crystal Bowl
Helmets
A snowsports specific helmet is STRONGLY RECOMMENDED for any resort staff member that is
approved for skiing and riding. A pro form will be provided if the employee wishes to purchase their
own helmet. It should be noted that a helmet is purely a second “line of defense” and that the first line
of defense always has to be the manner in which the staff member snowboards or skis. Helmets do
not, and cannot, protect against all types of injury. However, some types of injuries to the head may be
mitigated or prevented by the use of a properly fitted and worn helmet. It is resort uniform policy that
any instructors teaching customers on snow or in wheeled action sports will wear a helmet to provide a
positive example and reinforce the recommendation to wear a helmet.
SKIER/BOARDER RESPONSIBILITY CODE
Employees who are skiing or riding, either while working or on personal time, are expected to follow the
Responsibility Code.
HEAD’S UP! Know the Code, It's Your Responsibility
Snow sports can be enjoyed in many ways. At ski areas you may see people using alpine, snowboard,
telemark, cross country and other specialized ski equipment, such as that used by disabled or other
skiers. Regardless of how you decide to enjoy the slopes, always show courtesy to others and be
aware that there are elements of risk in snow sports that common sense and personal awareness can
help reduce. Observe the code listed below and share with others the responsibility for a great
experience.
1.
2.
3.
4.
5.
6.
7.
Always stay in control, and be able to stop or avoid other people or objects.
People ahead of you have the right of way. It is your responsibility to avoid them.
You must not stop where you obstruct a trail, or are not visible from above.
Whenever starting downhill or merging into a trail, look uphill and yield to others.
Always use devices to help prevent runaway equipment.
Observe all posted signs and warnings. Keep off closed trails and out of closed areas.
Prior to using any lift, you must have the knowledge and ability to load, ride and unload safely.
Know the code. It's your responsibility.
This is a partial list. Be safety conscious.
Signs, Rope Lines, and Fences
Signs, rope lines, and fences are placed to guide or restrict skier & snowboarder traffic – ducking under
& jumping over, as well as jibbing all signs and rope lines is prohibited; violators may lose privileges.
Jibbing and jumping over signs or going under any of these safety markers not only is hazardous and
prohibited, but also sets a bad example for our customers and fellow employees. As an employee of
Boreal, please lead by example at all times.
EMPLOYEE TERRAIN PARK GUIDELINE
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Employees and guests are not allowed to change or modify the mountain. Changing or modifying the
mountain creates a hazardous situation for everyone that may not be known or seen by ski patrol. If
there is something you would like to see added or changed on the mountain, bring these comments or
requests to your manager.
PARK SMART
The five points of Park Smart are
1. Start Small: Work your way up. Build your skills.
2. Make a Plan: Every feature. Every time.
3. Always Look: Before you drop.
4. Respect: the features and other users.
5. Take it Easy: Know your limits. Land on your feet.
Your safety and that of our guests is of paramount importance to us. These guidelines have been
developed in order to clarify which resort staff employees are allowed to use terrain features in
Freestyle Terrain. The departments that have a valid business purpose for being in the park on
snowboard or skis are: the terrain park staff, the snowsports staff, Woodward Tahoe staff, event staff,
ski patrol staff, and management staff. These are the only departments whose presence in the park is
deemed to be within the course and scope of their duties. No other resort staff employees, while on the
clock, either in or out of uniform, are allowed in the park. At no time should any employee outside of
their “on the clock” duties be jumping on Freestyle Terrain in uniform. At no time shall other “on-duty”
employees, other than those in the departments listed above be using Freestyle Terrain. The following
criteria will be implemented and enforced as company policy.
Terrain Park Staff
Typically the terrain park staff performs pre-opening checks (through visual inspection and/or
testing) of the Freestyle Terrain features after routine maintenance. When testing a feature,
the evaluator first rides over the element without becoming airborne to assess the ability to
ride over all aspects of the feature without the feet having to leave the ground. This should be
the approach when evaluating an element or feature following maintenance, e.g. cat work or
hand-work.
Terrain Park staff members are allowed to use features when doing evaluations of the terrain
park elements. The only time that Terrain Park staff members are allowed to jump is when
evaluating the build or rebuild of a feature or the whole park. This may be at the beginning of,
or throughout the day as conditions change. The only employees who are allowed to jump are
those that have been approved by the terrain park manager for that category of feature. This
category of approved employee is made up of those with extensive experience and training
that have been evaluated for appropriate skill levels. When a feature is evaluated, the
evaluator should first ride over the element without becoming airborne and then on the next
run through the park, use the element at a reasonable rate of speed. At no time should
employees be performing anything above their skill level (stock tricks only). Because different
types of features favor different types of riding/maneuvers during testing, employees must
never perform anything greater than a conservative appropriate maneuver for that particular
feature.
Snowsports School/Woodward Tahoe Staff
Approved snowsports school instructors and Woodward Tahoe coaches are allowed to ride the
mountain and terrain park, but only within their ability level, and only to the level of the students being
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coached. Instructors/Coaches must be with their students while instructing and demonstrating. IE. Do
not ride the powder while teaching an intermediate lesson on a groomed run. Do not hit the large jump
while the student is hitting the small jump. Outside of those times, the employee should not be using
features in the park. Instructors are restricted to teaching and demonstrating ONLY the skills outlined in
the teaching progression. Inverted maneuvers are not allowed to be taught or practiced by instructors.
Woodward Tahoe coaches are allowed to teach and demonstrate appropriate inverted maneuvers,
after having used the appropriate progressions including trampolines, foam pits, and/or BagJump. In
addition to coaching, Woodward Tahoe staff are expected to use the BagJump in a testing/evaluating
role.
Other snowsports staff members can visit the park for observation purposes only. Actual entry into the
park should only be contemplated and undertaken during non-peak times. During peak periods, the
features and activities should be viewed from outside the park, if possible (depending on the
configuration of the park).
When visiting the park, whether while coaching or with a non-participating class, the
snowsports instructor or Woodward Tahoe coach must follow the principles of SMARTSTYLE
and must communicate the components of the Smart Style program as well as other Freestyle
Terrain etiquette rules.
Ski Patrol Staff/Event Staff/Management
Ski patrol, event staff, and managers are generally allowed to ski/ride anywhere on the mountain to
ensure the general safety of our product and maintenance of signage etc. However, Ski patrol staff are
expected to use appropriate routes and care when skiing/riding and are expected to keep well within
their ability level. Ski Patrol Staff are NOT to be jumping or using “ride-on” elements at any time while
on duty, or at any time while in uniform. There may be occasional manager approved conditions or
situations where terrain park use is allowed. Each occurrence must be specifically approved by a
manager. If working an event around a terrain park (ie setting up fences), the employee must keep
their skis/board on the snow surface. Managers are permitted to use terrain park features within their
ability level during their work day.
Other Considerations
It should be noted that any resort staff member that is approved to use features in the park while on
duty always exercise the highest level of care and caution. The consistent application of “Make a Plan”
should be the first step. Then, the manner in which you jump should be governed by applying the
remaining components of the Smart Style program.
Woodward Tahoe Bunker and Facility Use
The Woodward Tahoe Bunker and outdoor facilities are available to be used on-duty by Woodward
Tahoe staff only. Off-duty Woodward Tahoe staff and other Boreal/Soda Springs staff are allowed to
use the Woodward Tahoe facilities in a customer capacity, following all required conditions, including
the presence of coaches on the trampolines and launch pad/foam pit and medical procedures in place.
On-duty staff are allowed to use the facilities for testing and evaluating, as well as teaching and
demonstrating. Stock tricks within the staff member’s existing ability level and relevant to the level of
the student being coached are expected. Any new maneuvers being learned must be under the
supervision of another on-duty coach, must use appropriate progression techniques, and must be
relevant to coaching needs. A helmet is required for all wheeled activities, either inside the bunker or in
outside facilities.
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Off Duty Skiing/Riding/Facility Use
Off duty skiing, riding, or Woodward Tahoe facility use is a privilege of employment. Your employee
pass will provide you access to the lifts, and “off peak” access to the Woodward Tahoe facilities. During
these times, you are expected to have your pass, be out of uniform, be signed out from your job duties,
and be following all guidelines that are expected of our guests. CA labor code 3352(f) specifically
excludes these off duty activities from being covered by Worker’s Compensation.
Failure to comply with this policy may result in discipline, up to and including
termination.
Vehicle Policy
This policy, which governs the use of both BRC on-site and off-site vehicles by Staff, is designed to
support safe and prudent use of all BRC vehicles. Off-road vehicles include, but are not limited to,
grooming machines (and attachments), loaders (and attachments), rental heavy equipment,
unregistered trucks, snowmobiles, ATV/UTVs, golf carts. On-road vehicles include registered cars,
trucks, and SUVs.
This policy is applicable to all drivers of BRC owned, leased, or rented on/off-road vehicles in the BRC
name and used in the course and scope of BRC business, regardless of lessee/renter.
Approved Employee Drivers:
BRC off-road vehicles can be driven only by approved licensed drivers 18 years of age and older.
BRC on-road vehicles can be driven only by approved licensed drivers 21 years of age and older in the
local Truckee area. All drivers must be 25 years of age to go beyond the local area. All authorized
drivers must be listed on the BRC drivers list on file in Human Resources. To be considered for
approval to drive, the individual must:
1. Have an acceptable driving record (exceptions must be reviewed and approved by HR)
2. Have a valid license
3. Be familiar with vehicles to be used or given instruction prior to driving those vehicles.
Unacceptable license conditions or convictions:
1. Current suspension or revocation of a driver’s license
2. Willful or wanton disregard of the safety of persons or property
3. Other reasons for exclusions include but are not limited to:
A. Three or more moving violations (speeding tickets, etc.) in a three year period
B. Expired driver’s license
C. Criminal Violation with a motor vehicle
D. Hit and Run, Drag Racing, Homicide with motor vehicle
E. Reckless, Careless, Negligent driving (past 5 years)
F. DUI/Open Container, Drug Related Charges (past 3 years)
G. No US Driver’s License
Reporting of Accidents
All vehicle accidents/incidents which occur while driving a BRC off/on-road vehicle or a vehicle rented
or leased in the name of BRC must be reported in writing, to the Vehicle Maintenance Manager,
employee’s immediate supervisor, and Shaydar Edelmann. Employees who incur over $500 damages
to company vehicles or property will be drug tested.
Vehicles, such as snow removal equipment, snowmobiles, over-the-snow-vehicles, golf carts, etc. will
require you to complete training with documentation by your supervisor before operating these
vehicles.
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EMPLOYEE CONDUCT
Employee Event Guidelines
Employee events can be an effective way of bringing staff together, recognizing efforts and improving
morale. Boreal Ridge Corp recognizes the importance of these events and encourages them to take
place. There are two categories of employee events may take place throughout our company;
centralized BRC events, and department or location specific event. These guidelines are intended to
cover all types of events, from departmental breakfasts or skiing, to companywide holiday parties.
Boreal Ridge Corp events
These events:
-‐
Will be hosted by Human Resources and the E-Team and will include employees from all three
properties.
-‐
May be invite only, may be all staff, or may be sign up events.
-‐
May include BRC hosted food.
-‐
May include BRC hosted alcohol (limit of 2 per person).
-‐
May allow alcohol to be purchased from our licensed premises.
-‐
If alcohol is included, non-alcoholic drinks and food will be provided.
-‐
Will not allow alcohol to be brought in.
-‐
Are clearly presented as optional attendance.
Department/Resort specific events
These events:
-‐
Will be hosted by department managers.
-‐
Will be approved by E-Team member and Human Resources. Outline request must be
submitted. 2 weeks prior to event. Once approved, event will be placed on event calendar.
-‐
Must have a beginning and end time, and must be hosted until completion.
-‐
Must leave the area clean and ready for its next use.
-‐
May include department hosted or BYO food.
-‐
May allow limited alcohol, either purchased from our licensed premise, or provided by
management. If alcohol is provided, non-alcoholic drinks and food will also be provided.
-‐
Will not allow alcohol to be brought in.
-‐
Are clearly presented as optional attendance.
At all events, ID will be monitored to ensure that employees under 21 years of age are not allowed to
consume alcoholic beverages. Per BRC employee drug and alcohol policy, underage drinking at Boreal
events is taken very seriously and may result in disciplinary action, up to and including termination.
Substance Use and Abuse
BRC is committed to providing its employees with a safe and productive work environment and to
providing its guests with a safe and pleasant resort experience. Use of illegal drugs, controlled
substances or alcohol can detract from an employee’s work performance and efficiency. It also
presents potential dangers to employees and guests and exposes the Company to liability. In keeping
with its commitments to employees and guests, BRC maintains a strict policy against illegal drugs,
alcohol and controlled substances in the workplace. Furthermore, the use of prescription drugs and/or
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over-the-counter drugs also may affect an employee's job performance and may seriously impair the
employee's value to the Company.
No employee may use, sell, purchase or transfer illegal drugs, alcohol, or controlled substances at any
time while on BRC’ premises. No employee may drive any Company vehicle while under the influence
of illegal drugs or alcohol or controlled substances. No employee may report to work with illegal drugs
(or their metabolites) or alcohol in his/her bodily system or work under the influence of illegal drugs or
alcohol. “Illegal drug” means any drug that is not legally obtainable or that is legally obtainable but has
not been legally obtained. It includes prescription drugs not being used for prescribed purposes or by
the person for whom it is prescribed or in prescribed amounts. It also includes any substance a person
holds out to another as an illegal drug.
The only exception to this rule are: (1) that employees may engage in moderate consumption of
alcohol that maybe served and/or consumed as part of an authorized BRC social or business event; or
(2) that employees may engage in moderate consumption of alcohol in the resort bar when they are off
duty so long as they are not scheduled to begin work later that day.
Violation of these rules will not be tolerated. An employee who violates these rules will be subject to
immediate discharge even for a first offense. BRC may also bring the violations of this policy to the
attention of appropriate law enforcement authorities. In order to enforce this policy, BRC reserves the
right to conduct lawful searches of company property or employees and/or their personal property, and
to implement other measures to deter and detect abuse of this policy.
Off-duty substance use or abuse is also prohibited to the extent that such use or misuse results in a
violation of this policy or adversely affects the employee’s ability to perform his or her job may result in
disciplinary action, up to and including termination of employment.
An employee’s conviction on a charge of illegal sale possession, distribution, manufacture – or
attempted sale, distribution or manufacture - of any illegal drug will not be tolerated. Such conduct
reflects adversely on the Company. Further the Company has an obligation to keep illegal drugs and
those who sell them off Company premises. Failure to report a violation of this policy may result in
disciplinary action, up to and including immediate termination of employment.
Legal Drug Use
Boreal/Soda Springs Resorts and Woodward Tahoe recognizes that on occasion it may be necessary
for employees to use a prescribed or over-the-counter medication, the instructions for which indicate it
may affect or impair judgment, coordination or other senses, or may adversely affect the employee’s
ability to perform his/her job duties in a safe manner (“legal drugs”). To avoid any adverse
consequences in the workplace on account of such legal drug use, the employee must consult his/her
own health care provider to ensure that he or she may safely continue to perform all of his/her job
duties while taking the legal drug. Boreal/Soda Springs Resorts and Woodward Tahoe reserves the
right to require a certification from the employee’s health care provider that the employee is able to
safely work and perform the essential functions of his/her job while taking the drug.
Drug and Alcohol Testing
Pre-employment Testing Job applicants who receive an offer of employment which involves the
operation of heavy equipment, may be asked to submit to and pass a screening test that is designed to
detect the presence of drugs and/or alcohol. All offers of employment to such individuals will be
conditioned upon the successful completion of the testing procedures
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Reasonable Suspicion Testing When Boreal Mountain/Soda Springs Resorts and Woodward Tahoe
has a reasonable suspicion that an employee is, or may be, impaired or affected on the job by alcohol
or illegal drugs, or when the Company has a reasonable suspicion that alcohol or illegal drugs are, or
may be, present in the employee’s bodily system in violation of this policy, that employee will be
required to submit to drug and/or alcohol screening tests, as appropriate.
Reasonable suspicion may result from but is not limited to (a) observable behavior such as illegal drug
or alcohol use or possession in violation of this policy; (b) physical signs of being under the influence of
illegal drugs or alcohol; (c) criminal conviction for illegal drug use, possession or trafficking; (d)
information provided by reliable or credible sources or independently corroborated; (e) newly
discovered evidence that an employee has tampered with a previous drug test; and/or (f) a workrelated accident causing serious injury or significant property damage, i.e., damage in excess of $500.
This list does not identify all of the circumstances under which “reasonable suspicion” may exist.
Further, applicants for employment and employees in safety or security sensitive positions may be
subject to drug/alcohol testing regardless of individualized suspicion to the extent allowed by law.
Reasonable suspicion drug/alcohol testing will be conducted at the Company’s expense. Any
employee who is asked to submit to a drug or alcohol test and who refuses will be subject to discipline,
up to and including termination. Refusal to promptly complete forms required for testing, to fully
cooperate with testing, or to release the results of testing to BRC, may also result in disciplinary action,
up to an including termination. Tampering with screening tests is prohibited and may result in
disciplinary action, up to and including termination of employment. Furthermore, any employee who
fails a drug or alcohol test may be subject to disciplinary action, up to and including termination of
employment.
Return to Work Testing Any employee who has been suspended for violation of this Drug, Alcohol
and Substance Use and Abuse Policy and wishes to return to work must test free of drugs and alcohol
before resuming work. Such testing shall be done at the employee’s expense. Submission to a test
does not guarantee reinstatement.
Testing Procedure Employees who are requested to submit to drug and/or alcohol screening tests
will be told to report to a designated testing location. Employees will be asked to provide a photo
identification and to sign a consent form. Alteration, adulteration, contamination or tampering with a
drug test sample or alteration, tampering with or misconduct with the identification of any drug and/or
alcohol test is strictly prohibited and will result in disciplinary action up to and including termination.
Rehabilitation Any employee who feels he or she has developed an addiction to, dependence upon
or serious problem with alcohol or drugs, legal or illegal, is strongly encouraged to seek assistance
before a violation of this policy occurs. An employee desiring such assistance should contact Human
Resources and request an unpaid treatment or rehabilitation leave of absence.
Rehabilitation is an option given to employees who acknowledge a serious problem or dependence on
alcohol or drugs and seek treatment to end that problem or dependence. Employees may not avoid
disciplinary action, up to and including termination of employment, by entering a rehabilitation program
after a violation of this policy is suspected or discovered. The Company reserves its right to terminate
the employment of any individual who is unable to perform or to safely perform his duties. It is
essential that all employees comply fully with this policy. This policy does not restrict employees from
discussing wages, hours, and working conditions with co-workers while off duty.
Medical Marijuana
BRC does not provide any exception to this policy for the use or possession of medical marijuana.
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The Company is concerned about the use of alcohol, illegal drugs, or controlled substances as it
affects the workplace. Use of these substances, whether on or off the job can detract from an
employee’s work performance, efficiency, safety, and health, and therefore seriously impair the
employee’s value to the Company. In addition, the use or possession of these substances on the job
constitutes a potential danger to the welfare and safety of other employees and guests. It also
exposes the Company to the risks of property loss or damage, or injury to other persons.
Furthermore, the use of prescription drugs and/or over-the-counter drugs also may affect an
employee’s job performance and may seriously impair the employee’s value to the Company.
The following rules and standards of conduct apply to all employees either on Company property or
during the workday (including meals and rest periods). Behavior that violates Company policy includes:
•
Possession or use of an illegal or controlled substance, or being under the influence of an
illegal or controlled substance while on the job;
•
Driving a Company vehicle while under the influence of alcohol; and
•
Distribution, sale, or purchase of an illegal or controlled substance while on the job.
Violation of these rules and standards of conduct will not be tolerated. BRC also may bring the matter
to the attention of appropriate law enforcement authorities.
In order to enforce this policy, BRC reserves the right to conduct searches of Company property or
employees and/or their personal property, and to implement other measures necessary to deter and
detect abuse of this policy.
An employee’s conviction on a charge of illegal sale or possession of any controlled substance while
off Company property will not be tolerated because such conduct, even though off duty, reflects
adversely on BRC. In addition, the Company must keep people who sell or possess controlled
substances off Company premises in order to keep the controlled substances themselves off the
premises.
Any employee who is using prescription or over-the-counter drugs that may impair the employee’s
ability to safely perform the job, or affect the safety or well-being of others, must notify a supervisor of
such use immediately before starting or resuming work.
BRC will encourage and reasonably accommodate employees with alcohol or drug dependencies to
seek treatment and/or rehabilitation. Employees desiring such assistance should request a treatment
or rehabilitation leave. The Company is not obligated, however, to continue to employ any person
whose performance of essential job duties is impaired because of drug or alcohol use, nor is the
Company obligated to re-employ any person who has participated in treatment and/or rehabilitation if
that person’s job performance remains impaired as a result of dependency. Additionally, employees
who are given the opportunity to seek treatment and/or rehabilitation, but fail to successfully overcome
their dependency or problem, will not automatically be given a second opportunity to seek treatment
and/or rehabilitation. This policy on treatment and rehabilitation is not intended to affect the Company’s
treatment of employees who violate the regulations described previously. Rather, rehabilitation is an
option for an employee who acknowledges a chemical dependency and voluntarily seeks treatment to
end that dependency.
Electronic Device Usage
Cell phones (including handheld devices and smart phones) may be provided to some employees to
assist them in performing their job. Cell phones are company property. Data (including web browsing),
messages (including voice mail, mobile e-mail, and text messaging), and other stored electronic
information is subject to monitoring and the employee does not have an expectation of privacy in the
use of this Company property.
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Company cell phones must not be used in any manner that violates any other Company policy,
including safety policies, confidentiality policies, and policies against discrimination and harassment.
Employees who are provided a Company cell phone may use it for personal use.
Personal cell phones and IPods may be kept on your person, but may not be used (calling/texting,
surfing the web, listening to your IPod) while you are working, and will result in disciplinary action up to
and including termination. The exceptions are in an emergency, reporting an injury, or using the
telephone for valid work purposes.
Prohibited Use of Company Cell Phones While Driving
In the interest of the safety of our employees and other drivers, BRC employees are prohibited from
using cell phones (including all smart phones) while driving on Company business and/or Company
time.
If your job requires that you keep your cell phone turned on while you are driving, you must use a
hands-free device and safely pull off the road before conducting Company business. Under no
circumstances should employees place phone calls while operating a motor vehicle while driving on
Company business and/or Company time. Violating this policy is a violation of law and a violation of
Company rules.
Writing, sending, or reading text-based communication—including text messaging, instant messaging,
e-mail, web browsing and use of smart phone applications—on a wireless device or cell phone while
driving, is also prohibited under this policy. Beginning on January 1, 2009, it is a violation of law, and a
violation of Company rules.
Social Media
Public-facing on-line social media platforms are fundamentally changing the way BRC employees work
and interact with other colleagues, customers and partners. These online interactions represent a
model which the Company is eager to embrace.
Social media may take different forms. These standards pertain to the use of on-line social networking
web-sites, web-based communities and collaboration websites including, but not limited to, forums,
blogs, micro-blogs, online profiles, wikis, podcasts, pictures and video, email, instant messaging,
music-sharing social networks, virtual worlds and all other forms of social media. Current examples
include: Flickr, Facebook, MySpace, Twitter, Hi5, YouTube, Skyrock, Wikipedia, LinkedIn, Second
Life, etc. This list is non-exhaustive and will continue to evolve as new technologies and social
networking tools become available.
General Provisions Only authorized individuals are allowed to speak/write in the name of BRC using
the social media tools of the Company. Unless specifically instructed, team members are not
authorized and therefore restricted to speak on behalf of the company. Team members may not
publicly discuss clients, products, team members or any work-related matters, whether confidential or
not, outside company-authorized communications. Team members are expected to protect the privacy
of the company and its team members and clients and are prohibited from disclosing personal
employee and non-employee information and any other proprietary and nonpublic information to which
team members have access. Such information includes, but is not limited to customer information,
trade secrets, financial information, and strategic business plans.
Personal Blogs Bloggers are personally responsible for their commentary. Bloggers can be held
personally liable for commentary which is considered defamatory, obscene, proprietary, or libelous by
any offended party, not just the Company. Team members may not use social media to harass,
threaten, discriminate against or disparage team members or anyone associated with or doing
business with the Company.
If you choose to identify yourself as a BRC employee, please understand that some readers may view
you as a spokesperson for the Company. Because of this possibility, we ask that your views
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expressed in your blog are your own, and not those of the Company or any person or organization
affiliated or doing business with the Company.
If contacted by the media or press about your post that relates to BRC business, team members are
required to speak with the Director of Marketing or the General Manager before responding.
Reporting Violations The Company requests and strongly urges team members to report any
violations or possible or perceived violations to Human Resources. Violations include discussions of
the Company and its team members and clients, and discussion of proprietary information and any
unlawful activity related to social media.
Discipline for Violations The Company investigates and responds to all reports of violations of the
social media rules and guidelines and other related policies. Violation of the company’s social media
policy may result in immediate discharge or disciplinary action. Disciplinary action will be determined
based on the nature and factors of any comments posted. The Company reserves the right to take
legal action where necessary against team members who engage in prohibited or unlawful conduct. If
you have any questions relating to this policy or your personal blog or other social media, ask Human
Resources..
News Media Contacts
Employees may be approached for interviews or comments by the news media. To guarantee accurate
and consistent information pertaining to any aspect of Company operations, accidents, or incidents,
refer all questions to the General Manager, Marketing Department, or an appointed Manager. Do not
relay any information regarding an accident or injury to anyone but your supervisor. Do not comment
to news reporters on BRC policy or events. Violation of this policy can result in disciplinary action, up
to and including termination.
Chain Installation
Employees are not authorized to help customers install chains, and in no circumstance will an
employee (on duty or off duty) be allowed to accept reimbursement for assisting in chain installation for
customers. Violation of this policy will result in disciplinary action, up to and including termination.
Boreal sells chains in the Rental Shop.
Off-Duty Conduct
While BRC does not seek to interfere with the off-duty and personal conduct of its employees, certain
types of off-duty conduct may interfere with the Company’s legitimate business interests. For this
reason, employees are expected to conduct their personal affairs in a manner that does not adversely
affect the Company’s or their own integrity, reputation or credibility. Off-duty conduct by an employee
that directly conflicts with the Company’s essential business interests and disrupts business operations
will not be tolerated.
Lost and Found
The purpose of Lost and Found is to return items to their rightful owners. When you find any guests or
employees property please take it to Mountain Services where Lost and Found is located.
Parking
Employees are to park their vehicles in the public parking area. Boreal/Soda Spring Resorts and
Woodward Tahoe are not responsible for any loss or damage to employee vehicles or contents while
parked on Company property. If you unable to move your vehicle at the end of your shift or when
we close; please notify the Night Manager or Patrol. Our ticket sales are limited by the number of
parking spaces available to our customers. On busy weekends and holidays we actually end up
turning away customers due to our full parking lot. Please plan to carpool on those days. However, it
is always a good plan to carpool and share the expense with others. Specific employee parking areas
will be designated during busy times. You are required to follow the instructions from our parking staff.
Pets/Animals
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Animals are not allowed on the resort property, including the parking areas during camps and season.
Ski Patrol avalanche dogs or dogs for the blind are the only exception to this policy. Tying up and
leaving pets unattended is prohibited.
COMPANY PROPERTY
Bulletin Boards
Company notices and items of general interest are posted on our bulletin boards. Please review them
frequently to keep up with current activities. Do not post or remove any material from the bulletin
boards. All postings must be approved by the Human Resources Department.
Employer Property
Lockers, furniture, desks, computers, cell phones, data processing equipment/software, vehicles, etc.,
are BRC’s property and must be maintained according to Company rules and regulations. They must
be kept clean and are to be used only for work-related purposes. BRC reserves the right to inspect all
Company property including computer or phone data or messages to ensure compliance with its rules
and regulations, without notice to the employee and at any time, not necessarily in the employee's
presence. Prior authorization must be obtained before any Company property may be removed from
the premises.
Company voice mail and/or electronic mail (e-mail) including texting, and mobile email are to be used
for business purposes. BRC reserves the right to monitor voice mail messages, and e-mail messages,
and texts to ensure compliance with this rule, without notice to the employee and at any time, not
necessarily in the employee's presence.
BRC] may periodically need to assign and/or change "passwords" and personal codes for [e.g., email,
voice mail, cell phones, computers]. These communication technologies and related storage media and
databases are to be used only for Company business and they remain the property of BRC.
BRC reserves the right to keep a record of all passwords and codes used and/or may be able to
override any such password system. Messages on the company voice-mail and email systems are
subject to the same company policies against discrimination and harassment as are any workplace
communications. Offensive, harassing or discriminatory content in such messages will not be tolerated.
For security reasons, employees should not leave personal belongings of value in the workplace.
Terminated employees should remove any personal items at the time they leave BRC. Personal items
left in the workplace are subject to disposal if not claimed at the time of an employee's termination.
Computer and Electronics Use
This policy is intended to protect the company’s computer systems and electronic information.
For purposes of these policies, the following definitions apply: “Computers” are defined as desktop
computers, laptops, handheld devices (including but not limited to iPhones, smart phones, iPads, and
other electronic tablets and cell phones), computer software/hardware and servers.
The Company also uses various forms of “electronic communication.” “Electronic communications”
includes e-mail, text messages, telephones, cell phones, and other handheld devices, fax machines
and online services including the Internet. “Electronic information” is any information created by an
employee using computers or any means of electronic communication, including but not limited to,
data, messages, multimedia data, and files.
BRC provides computers, electronic communications, electronic information and information
technology resources, including the Internet, to its employees to help them do their job. Generally,
these Company resources and property should be used only for business related purposes; however,
there are a few exceptions:
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•
To send and receive necessary and occasional personal communications;
•
To use the telephone system, cell phones, or smart phones for brief and necessary personal
calls or messages; and
•
To access the Internet for brief personal searches and inquiries during meal times or other
breaks.
Any personal usage of Company property must not interfere with the employee’s work performance,
take away from work time, consume supplies, slow other users, slow the servers or computer systems,
or tie up printers or other shared resources, or violate any Company policy, including policies against
harassment, discrimination and disclosure of confidential or trade secret information. All policies
relating to monitoring usage of company property apply.
The following general policies apply:
•
Computers and all data transmitted through Boreal Ridge Corporation (BRC) servers are
Company property owned by the Company for the purpose of conducting Company business.
These items must be maintained according to BRC rules and regulations. Computers must be
kept clean and employees must exercise care to prevent loss and damage. Prior authorization
must be obtained before any Company property may be removed from the premises.
•
All electronic communications also remain the sole property of BRC and are to be used for
Company business. For example, e-mail messages are considered Company records.
•
Electronic information created by an employee using any computer or any means of electronic
communication is also the property of BRC and remains the property of BRC.
•
Information stored in BRC computers and file servers, including without limitation such as
customer lists, vendor lists, research data, etc. is the property of BRC and may not be
distributed outside the Company in any form whatsoever without the written permission of the
General Manager, Amy Ohran.
•
Violation of any of the provisions of this policy, whether intentional or not, will subject BRC
employees to disciplinary action, up to and including termination.
Company voice mail, electronic mail (e-mail), or company cell phones are to be used for business
purposes only. Boreal/Soda Springs Resorts and Woodward Tahoe reserves the right to monitor voice
mail messages and e-mail messages to ensure compliance with this rule, without notice to the
employee and at any time, not necessarily in the employee’s presence.
BRC may periodically need to assign and/or change “passwords” and personal codes for voice mail, email, computer, etc. These communication technologies and related storage media and databases are
to be used only for Company business and they remain the property of the Company reserves the right
to keep a record of all passwords and codes used and/or may be able to override any such password
system.
Computer Use
Unauthorized duplication of copyrighted computer software violates the law and is contrary to the
Company’s standards of conduct. The Company disapproves of such copying and recognizes the
following principles as a basis for preventing its occurrence:
•
We will neither engage in nor tolerate the making or using of unauthorized software copies
under any circumstances.
•
We will provide legally acquired software to meet all legitimate software needs in a timely
fashion and in sufficient quantities for all our computers.
•
We will comply with all license or purchase terms regulating the use of any software we
acquire or use.
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•
We will enforce strong internal controls to prevent the making or using of authorized software
copies, including effective measures to verify compliance with these standards and appropriate
disciplinary measures for violation of these standards.
The company will not tolerate any employee making unauthorized copies of software. Any employee
found copying software other than the back-up purposes is subject to disciplinary action. The law
protects the exclusive rights of a software copyright holder and does not give users the right to copy
software unless a backup copy is not provided by the manufacturer. Unauthorized duplication of
software is a federal crime. Penalties include fines of as much as $250,000 and imprisonment up to
five years. If you are aware of any illegal copying of software at the Company, please inform the
Human Resources Director immediately.
Employees are not permitted to use personal disks in any form on any Company computer resource
without first obtaining specific authorization from the Information Systems Director due to the threat of
computer viruses. Any employee who introduces a virus into the Company’s computer resources via
the use of personal software or data may be disciplined by the Company as appropriate under the
circumstances.
The BRC computer network is for company use and company computers only. No one may plug into
the network or use the wireless connections without specific approval of the IT Department. The use of
the Company computer and network resources is a privilege. The Company reserves the right to limit,
restrict, or extend computer privileges and access to its information resources. All users of the
Company computer resources must have authorization from the Information Systems Director.
The Company’s policy prohibiting all types of harassment applies to the use of the Company’s
electronic communication systems, including internet access. No one may use electronic
communications in a manner that may be construed by others as harassment based on race, national
origin, sex, gender, sexual orientation, age, disability, religious beliefs or any other characteristic
protected by federal, state, or local law. No jokes on these bases should be transmitted over the
Company’s electronic communications systems.
No one may access, or attempt to obtain access, to another individual’s electronic communications
without appropriate authorization. Violators of the Electronics Communications Policy may be subject
to discipline, up to and including termination.
Hacking or tampering with any part of the computer network, including POS’s, can have serious
consequences and will not be tolerated. Do not ever copy programs or data to any POS or server on
the network. If you need to make a change to any piece of computer equipment please contact IT.
Certain types of hacking are criminal offenses and we may have the right to prosecute.
Monitoring of Electronic Company Property
BRC Reserves the right to inspect all Company property to ensure compliance with its rules and
regulations, without notice to the employee and at any time, not necessarily in the employee’s
presence. BRC computers and all electronic communications and electronic information are subject to
monitoring and no one should expect privacy regarding such use. The Company reserves the right to
access, review and monitor electronic files, information, messages, text messages, e-mail, Internet
history, browser-based webmail systems and other digital archives and to access, review and monitor
the use of computers, software, and electronic communications to ensure that no misuses or violation
of Company policy or any law occurs. E-mail may be monitored by the Company and there is no
expectation of privacy. Assume that e-mail may be accessed, forwarded, read or heard by someone
other than the intended recipient, even if marked as “private.”
Employee passwords may be used for purposes of security but the use of a password does not affect
the Company’s ownership to the electronic information or ability to monitor the information. The
Company may override an employee’s password for any reason.
Employees are not permitted to access the electronic communications of other employees or third
parties unless directed to do so by BRC IT department.
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Prohibited Use of Electronic Company Property
All existing Company policies apply to employee use of computers, electronic communications,
electronic information, and the Internet. This includes policies that deal with misuses of Company
assets or resources. It is a violation of BRC policy to use computers, electronic communications,
electronic information, or the Internet, in a manner that: is discriminatory, harassing or obscene;
constitutes copyright or trademark infringement; violates software licensing rules; is illegal; or is against
BRC policy. It is also a violation of policy to use computers, electronic communications electronic
information or the Internet to communicate confidential or sensitive information or trade secrets.
The display of any kind of sexually explicit multimedia content, message, or document on any
Company computer is a violation of the Company’s policy against sexual harassment.
This description of prohibited use is not exhaustive and it is within the discretion of BRC to determine if
there has been a violation of this policy. Employees that engage in prohibited use will be subject to
discipline and/or immediate termination.
This Electronic policy is not intended to limit the ability of employees to discuss with other employees
the terms and conditions of their employment, including such topics as wages, job performance,
workload, supervisors, or staffing.
Employer Right to Inspect
To protect employees and the Company from theft, and to enforce Company policy prohibiting other
misconduct including the possession or use of drugs, alcohol, weapons and stolen property, the
Company reserves the right to inspect upon reasonable suspicion of employees and their personal
property (e.g., vehicles, clothing, packages, purses, brief cases, lunch boxes, or other containers
brought onto Company premises) when there is reason to believe that there is suspicion of
unauthorized possession of Company property, possession of dangerous weapons or firearms, or
abuse of the Company’s drug and alcohol policy. Employees are expected to cooperate in the conduct
of such searches.
The Company provides property to employees for their use (e.g., Company vehicles, desks, file
cabinets, employee lockers, rooms used in the Boreal Inn, etc.). Employees should not have any
expectation of privacy with respect to Company owned or provided property. Searches of Company
facilities and property, including Company property in the possession of the employee, can be
conducted at any time. Employees may not withhold permission for the Company to search Company
supplied property including desks, lockers, and Company vehicles.
No Idle Policy/Energy Efficiency Policy
In order to address health, environmental, and cost saving issues surrounding idling vehicles, Boreal,
Soda Springs and Woodward Tahoe have adopted a “No Idle” policy. Unattended vehicles should be
turned off and keys removed from the ignition, unless the driver is in full view at all times, such as for
linen or garbage pick-ups. In those cases, the vehicle should be placed in “Park” with the emergency
brake engaged.
Any vehicle (owned by Boreal, individually owned by employees, as well as those owned by visitors,
guests, suppliers and the like), which will be stationary for more than 5 minutes, must be turned off. All
delivery vehicles shall also abide by this policy and guidelines. The following are the only exceptions:
1)
Temperatures below 15 degrees
2)
Auxiliary equipment running from the power of the idling engine
3)
Idling of the vehicle is necessary for the health and safety of the passengers or drivers.
This policy is very important to Boreal as idling wastes fuel and money, causes excessive engine wear
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and pollution, and poses health risks. Here are some “not so fun” facts:
•
A typical idling diesel truck will burn approximately one gallon of fuel per hour.
Generally, fuel consumption during start-up is equivalent to 30 seconds of engine idling
of diesels. Idling a gas engine for more than 10 seconds uses more gas than restarting
the engine.
•
Running an engine at low speed (idling) causes twice the wear on internal parts, such
a wear can double yearly maintenance costs.
•
Idling vehicles can emit significant amounts of carbon dioxide, nitrogen oxides, and
poisonous carbon monoxide. Warm-up time for newer diesel engines is generally 3-5
minutes, and only 30 seconds for cars!
•
While sitting in an idling vehicle, inhabitants are exposed to the vehicle’s pollution more
so than when the vehicle is in motion since there is no airflow to vent the emissions.
Idling truck and car emissions can be drawn into building ventilation systems, thereby
delivering exhaust fumes into its inhabitable space. Children are at higher risk because
they inhale more air per body weight.
The No Idle policy is a major part of our energy conservation efforts. Every single manager and
employee’s efforts are needed and appreciated to reduce our environmental footprint, and reduce our
rising energy costs. This includes educating and encouraging guests and suppliers to comply with the
policy (signs are to be posted at the back door and at the shop).
Solicitation and Distribution of Literature
In order to ensure efficient operation of the Company’s business and to prevent disruption to
employees, we have established control of solicitations and distribution of literature on Company
property. BRC has enacted rules applicable to all employees governing solicitation, distribution of
written material, and entry onto the premises and work areas. All employees are expected to comply
strictly with these rules. Any employee who is in doubt concerning the application of these rules should
consult with his or her supervisor.
No employee shall solicit or promote support for any cause or organization during his or her working
time or during the working time of the employee or employees at whom such activity is directed.
No employee shall distribute or circulate any written or printed material in work areas at any time, or
during his or her working time or during the working time of the employee or employees at whom such
activity is directed.
Under no circumstances will non-employees be permitted to solicit or to distribute written material for
any purpose on Company property.
If an employee feels that they are experiencing undue pressure from solicitation of any kind,
employees should contact the Human Resources Director immediately
MANAGEMENT
Employment Verification
All requests for references, verifications of dates of employment or other information regarding former
or current employees must be referred to Human Resources.
Employment of Relatives
Relatives of employees may be eligible for employment with BRC only if individuals involved do not
work in a direct supervisory relationship, or in job positions in which a conflict of interest could arise.
The Company defines “relatives” as spouses, registered domestic partners, children, siblings, parents,
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in-laws, and step-relatives. Present employees who marry or become registered domestic partners will
be permitted to continue working in the job position held only if they do not work in a direct supervisory
relationship with one another or in job positions involving conflict of interest.
Names and Addresses
BRC is required by law to keep current all employees’ names and addresses. Employees are
responsible for notifying the Human Resources in the event of a name or address change.
Open-Door
Suggestions for improving BRC are always welcome. At some time, you may have a complaint,
suggestion, or question about your job, your working conditions, or the treatment you are receiving.
Your good-faith complaints, questions, and suggestions also are of concern to the Company. We ask
you to first discuss your concerns with your supervisor, following these steps:
•
Within a week of the occurrence, bring the situation to the attention of your immediate
supervisor, who will then investigate and provide a solution or explanation. If you do not get
response go to your manager or director.
•
If the problem persists, you may describe it in writing and present it to the Human Resources
Director, who will investigate and provide a solution or explanation. If you need assistance with
your complaint, or you prefer to make a complaint in person, contact Cookie West, Human
Resources Director. We encourage you to bring the matter to the Human Resources Director
as soon as possible after you believe that your immediate supervisor has failed to resolve it or
if the issue concerns the supervisor or manager come directly to Human Resources (See
Unlawful Harassment).
•
If the problem is not resolved, you may present the problem in writing to the General Manager
of BRC, who will attempt to reach a final resolution.
•
This procedure, which we believe is important for both you and the Company, cannot
guarantee that every problem will be resolved to your satisfaction. However, BRC values your
observations and you should feel free to raise issues of concern, in good faith, without the fear
of retaliation.
Performance Evaluations
Each employee should receive periodic performance reviews conducted by his or her supervisor. The
frequency of performance evaluations may vary depending upon length of service, job position, past
performance, changes in job duties, or recurring performance issues.
Your performance evaluations may review factors such as the quality and quantity of the work you
perform, your knowledge of the job, your initiative, your work attitude, and your attitude toward others.
The performance evaluations are intended to make you aware of your progress, areas for
improvement, and objectives or goals for future work performance. Favorable performance evaluations
do not guarantee increases in salary or promotions. Salary increases and promotions are solely within
the discretion of BRC and depend upon many factors in addition to performance. After the review, you
can sign the evaluation report simply to acknowledge that it has been presented to you, you have
discussed it with your supervisor, and you are aware of its contents.
Personnel Records
All current and former BRC employees have a right to inspect or receive a copy of the personnel
records that BRC maintains relating to your performance or to any grievance concerning you. Certain
documents may be excluded or redacted from your personnel file by law, and there are legal limitations
on the number of requests that can be made.
Any request to inspect or copy personnel records must be made in writing to the HR Director. You can
obtain a form for making such a written request from the HR office.
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You may designate a representative to conduct the inspection of the records or receive a copy of the
records. However, any designated representative must be authorized by you in writing to inspect or
receive a copy of the records. BRC will request a driver’s license or valid photo I.D. to verify the
identity your representative. BRC is not required to comply with more than one request per year by a
former employee.
The personnel records may be made available to you either at the place where you work or at a
mutually agreeable location (with no loss of compensation for going to that location to inspect or copy
the records). The records will be made available no later than 30 calendar days from the date BRC
receives your written request to inspect or copy your personnel records (unless you/your representative
and BRC mutually agree in writing to a date beyond 30 calendar days but no later than 35 calendar
days from receipt of the written request). If you request a copy of the contents of your file, you will be
charged the actual cost of copying.
Disclosure of personnel information to outside sources, other than your designated representative, will
be limited. However, BRC will cooperate with request from authorized law enforcement or local, state,
or federal agencies conducting official investigations and as otherwise legally required.
Unlawful Harassment
BRC is committed to providing a work environment free of harassment, disrespectful or other
unprofessional conduct. Company policy prohibits conduct that is disrespectful, unprofessional as well
as harassment based on sex (including pregnancy, childbirth, breastfeeding or related medical
conditions), race, religion (including religious dress and grooming practices), color, gender (including
gender identity and gender expression), national origin or ancestry, physical or mental disability,
medical condition, genetic information, marital status, registered domestic partner status, age, sexual
orientation or any other basis protected by federal, state or local law or ordinance or regulation. All
such conduct violates company policy. The Company’s anti-harassment policy applies to all
persons involved in the operation of the Company and prohibits harassment, disrespectful or
unprofessional conduct by any employee of the Company, including supervisors and managers, as well
as vendors, customers, independent contractors and any other persons. It also prohibits harassment
disrespectful or unprofessional conduct based on the perception that anyone has any of those
characteristics, or is associated with a person who has or is perceived as having any of those
characteristics.
Prohibited harassment, disrespectful or unprofessional conduct includes, but is not limited to, the
following behavior:
•
Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual
advances, invitations or comments;
•
Visual displays such as derogatory and/or sexually-oriented posters, photography, cartoons,
drawings or gestures;
•
Physical conduct including assault, unwanted touching, intentionally blocking normal
movement or interfering with work because of sex, race or any other protected basis;
•
Threats and demands to submit to sexual requests as a condition of continued employment, or
to avoid some other loss and offers of employment benefits in return for sexual favors;
•
Retaliation for reporting or threatening to report harassment; and
•
Communication via electronic media of any type that includes any conduct that is prohibited by
state and/or federal law, or by company policy
Sexual harassment does not need to be motivated by sexual desire to be unlawful or to violate this
policy. For example, hostile acts toward an employee because of his/her gender can amount to sexual
harassment, regardless of whether the treatment is motivated by any sexual desire.
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If you believe that you have been the subject of harassment or other prohibited conduct, bring your
complaint to your own or any other Company supervisor, the general manager or the Human
Resources Director as soon as possible after the incident. You will be asked to provide details of the
incident or incidents, names of individuals involved and names of any witnesses. It would be best to
communicate your complaint in writing, but this is not mandatory. Supervisors will refer all complaints
involving harassment or other prohibited conduct to the Human Resources Director, or the general
manager of the company. The Company will immediately undertake an effective, thorough, and
objective investigation of the harassment allegations.
If the Company determines that harassment or other prohibited conduct has occurred, effective
remedial action will be taken in accordance with the circumstances involved. Any employee determined
by the Company to be responsible for harassment or other prohibited conduct will be subject to
appropriate disciplinary action, up to, and including termination. A Company representative will advise
all parties concerned of the results of the investigation. The Company will not retaliate against you for
filing a complaint and will not tolerate or permit retaliation by management, employees or co-workers.
The Company encourages all employees to report any incidents of harassment or other prohibited
conduct forbidden by this policy immediately so that complaints can be quickly and fairly resolved.
You also should be aware that the Federal Equal Employment Opportunity Commission and the
California Department of Fair Employment and Housing investigate and prosecute complaints of
prohibited harassment in employment. If you think you have been harassed or that you have been
retaliated against for resisting or complaining, you may file a complaint with the appropriate agency.
The nearest office is listed in the telephone book.
Violence in the Workplace
BRC has adopted the following workplace violence policy to ensure a safe working environment for all
employees.
The Company has a zero tolerance for acts of violence and threats of violence. Without exception,
acts and threats of violence are not permitted. All such acts and threats, even those made in apparent
jest will be taken seriously, and will lead to discipline up to and including termination.
Possession of non-work related weapons on Company premises and at Company-sponsored events
shall constitute a threat of violence.
It is every employee’s responsibility to assist in establishing and maintaining a violence-free work
environment. Therefore, each employee is expected and encouraged to report any incident which may
be threatening to you or your co-workers or any event which you reasonably believe is threatening or
violent. You may report an incident to any supervisor, manager, or Human Resources.
A threat includes, but is not limited to any indication of intent to harm a person or damage company
property. Threats may be direct or indirect, and they may be communicated verbally or nonverbally.
The following are examples of threats and acts that shall be considered violent—this list is I no way allinclusive.
Example
Type of Threat
Saying, “Do you want to see your next birthday?”
Indirect
Writing, “Employees who kill their supervisors have the right idea.”
Indirect
Saying, “I’m going to punch your lights out.”
Direct
Making a hitting motion or obscene gesture
Nonverbal
Displaying weapons
Extreme
Stalking or otherwise forcing undue attention on someone,
whether romantic or hostile.
Extreme
Taking actions likely to cause bodily harm or property damage
Acts of violence
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The Company prohibits threats or violent acts against its employees or customers in any form.
Threatening, violent or harassing conduct, whether physical or verbal, committed by employees or nonemployees will not be tolerated. This includes threats based upon a person’s religious creed, color,
national origin, sex or sexual orientation. Also prohibited are offensive remarks regarding violence,
graphic verbal commentary, degrading words to describe an individual and the display in the workplace
of violent objects or pictures. Such conduct may result in disciplinary action up to and including
dismissal and criminal prosecution where appropriate.
Employees are encouraged to report threats to their supervisor or the Human Resources Director. The
Company will conduct a thorough investigation of any complaint. Where the investigation provides a
reasonable basis on which to believe the allegations, appropriate action will be taken.
Employees have the responsibility of advising the Human Resources Department of any threats, as
well as any restraining orders, which name the workplace as a prohibited site.
Visitors
Your friends and relatives are welcome guests, but they should realize you are here to work and you
cannot visit while on duty. Employee work and locker areas are for the use of employees only. If you
wish to have lunch or visit with a friend or family member, please use the public lunch areas.
Environment Code of the Slopes
What skiers, snowboarders, and resort employees can do to help:
Follow the Leave No Trace
TM
principles of outdoor ethics when visiting ski areas:
•
Plan ahead and prepare: Know the regulations and special concerns for the area you’ll visit,
prepare for winter weather, and consider off-peak visits when scheduling your trip.
•
Dispose of waste properly: Recycle your glass, plastics, aluminum, and paper at resorts by
putting these items in the Blue Containers with Blue Bags. Reuse trail maps on your next visit
or recycle them rather than throwing them away. Never throw trash, cigarette butts, or other
items from the lifts.
•
Respect wildlife: Observe trail closures, seasonal closures, and ski are boundaries. These
closures are in place not only for your safety, but also for the wellbeing of plants and animals
located in sensitive areas. In summer, stick to designated trails when hiking and biking to
avoid disturbances to vegetation and wildlife.
•
Be considerate of other guests: Respect other guests, protect the quality of their
experience, and let nature’s sounds prevail.
•
Carpool with friends and family
•
No Idle Policy
•
Provide feedback and let resorts know how they can improve their environment performance.
LEAVES OF ABSENCE
BRC may grant leaves of absence to employees in certain circumstances. Request any leave in
writing as far in advance as possible, keep in touch with your supervisor or the Human Resources
Director during your leave, and give prompt notice of any change in your anticipated return date. If
your leave expires and you fail to return to work without contacting your supervisor or the Human
Resources office, the Company will assume that you do not plan to return and that you have
terminated your employment. Upon return from a leave of absence, you will resume all aspects of your
employment status that existed prior to the start of your leave.
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Coordination of PDL with Family/Medical Leave
If you take pregnancy disability leave and are eligible under the federal or state family and medical
leave laws, BRC will maintain group health insurance coverage for up to a maximum of 12 workweeks
(if such insurance was provided before the leave was taken) on the same terms as if you had
continued to work. Leave taken under the pregnancy disability policy runs concurrently with family and
medical leave under federal law; but not family and medical leave under California Law. If you are
ineligible under the federal and state family and medical leave laws, while on pregnancy disability you
will receive continued paid coverage on the same basis as other medical leave that the Company may
provide and for which you are eligible. In some instances, the Company may recover premiums it paid
to maintain health coverage for you if you fail to return to work following pregnancy disability leave.
If you are on pregnancy disability leave and are not eligible for continued paid coverage, or if paid
coverage ceases after 12 workweeks, you may continue your group health insurance coverage through
BRC in conjunction with federal COBRA guidelines by making monthly payments to BRC for the
amount of the relevant premium. Contact the Human Resource Director for further information.
Domestic Violence, Sexual Assault and Stalking Leave
Employees who are victims of domestic violence, sexual assault, and stalking are eligible for unpaid
leave You may request leave if you are involved in a judicial action, such as obtaining restraining
orders, or appearing in court to obtain relief to ensure your health, safety, or welfare, or that of your
child.
You should provide notice and certification of your need to take leave under this policy. Certification
may be sufficiently provided by any of the following:
•
A police report indicating that the employee was a victim of domestic violence, sexual assault
or stalking;
•
A court order protecting or separating the employee from the perpetrator of an act of domestic
violence, sexual assault or stalking, or other evidence from the court or prosecuting attorney
that the employee appeared in court; or
•
Documentation from a medical professional, domestic violence, sexual assault or stalking
victim advocate, health-care provider, or counselor that the employee was undergoing
treatment for physical or mental injuries or abuse resulting in victimization from an act of
domestic violence, sexual assault or stalking.
Employees who are victims of domestic violence, sexual assault or stalking and need a reasonable
accommodation for their safety at work should contact Cookie West in the HR Department for an
accommodation. If you are requesting such a reasonable accommodation, you will need to submit a
written statement signed by you, or by an individual acting on your behalf, certifying that the
accommodation is for the purpose of your safety at work.
For reasonable accommodation requests, the Company will also require certification demonstrating
that you are the victim of domestic violence, sexual assault or stalking. Any of the forms of certification
described above for leave purposes will suffice. The Company may request recertification every six
months from the date of the previous certification. You should notify the Company if an approved
accommodation is no longer needed.
The Company will engage in an interactive process with the employee to identify possible
accommodations, if any that are effective and will make reasonable accommodations unless an undue
hardship will result.
BRC will, to the extent allowed by law, maintain the confidentiality of an employee requesting leave or
accommodation under these provisions.
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Extended Medical Leave
A medical leave of absence may be granted for non-work-related temporary medical disabilities (other
than pregnancy, childbirth, and related medical conditions) for up to four months with a doctor’s written
certificate of disability. Employees should request any leave in writing as far in advance as possible. If
you are granted a medical leave, Boreal/Soda Springs Resorts will pay you sick pay for the period of
time equivalent to your accumulated sick pay earned. You also may use any paid vacation time
previously accrued.
A medical leave begins on the first day your doctor certifies that you are unable to work, and ends
when your doctor certifies that you are able to return to work or after a total of four months of leave,
whichever occurs first. An employee returning from a medical disability leave must present a doctor’s
certificate declaring fitness to return to work.
If returning from a non-work-related medical leave, you will be offered the same position you held at the
time your leave began, if available. If your former position is not available, a comparable position will be
offered. If neither the same nor a comparable position is available, your return to work will depend on
job openings existing at the time of your scheduled return. Boreal/Soda Springs Resorts makes no
guarantees of reinstatement, and your return will depend on your qualifications for existing openings.
California workers’ compensation laws govern work-related injuries and illnesses. California pregnancy
disability laws govern leaves taken because of pregnancy, childbirth, and related medical conditions.
Any leave taken under this provision qualifying as leave under the state and/or federal Family and
Medical Leave Acts will be counted as family/medical leave and charged to your entitlement of 12
workweeks of family/medical leave in a 12-month period.
Family/Medical Leave
State and federal family and medical leave laws provide up to 12 workweeks of unpaid family/medical
leave within a 12-month period, under the following conditions:
•
The employee has more than 12 months of service. If the leave is for FMLA only, the 12
months of service must have accumulated within the previous seven years. There is no such
cap under CFRA;
•
The employee has worked at least 1,250 hours during the previous 12-month period before the
need for leave; and
•
The employee is employed at a work site where there are 50 or more employees within a 75mile radius.
Leave may be taken for one or more of the following reasons:
•
The birth of the employee’s child, or placement of a child with the employee for adoption or
foster care (FMLA/CFRA);
•
To care for the employee’s spouse, child, or parent who has a serious health condition
(FMLA/CFRA)
•
To care for the employee’s registered domestic partner (CFRA only);
•
For a serious health condition that makes the employee unable to perform his or her job
(FMLA/CFRA);
•
For any “qualifying exigency” (defined by federal regulation) because the employee is the
spouse, son, daughter, or parent of an individual on active military duty (or has been notified of
an impending call or order to active duty) in the Armed Forces in support of a contingency
operation (FMLA only); or
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•
An employee who is the spouse, son, daughter, parent, or next of kin of a covered service
member shall be entitled to a total of 26 workweeks of leave during a 12-month period to care
for the service member (FMLA/CFRA for 12 weeks if the care provider is eligible for both,
followed by 14 weeks of (FMLA only), or 26 weeks of FMLA only if leave is not CFRA covered
leave).
Paid Family Leave
Employees may be eligible for Paid Family Leave (PFL) wage replacement benefits, which are funded
through payroll deductions and coordinated through the Employment Development Department. PFL
provides limited compensation for up to six weeks after an unpaid, seven-day waiting period when an
employee needs to take leave from work to care for a parent, parent-in-law, child, spouse, registered
domestic partner, grandparent, grandchild, or sibling who is seriously ill, or for a working parent who
wants time to bond with his or her newborn, foster child or newly adopted child. The PFL program does
not provide employees with a right to a leave of absence; it is limited to a state-mandated wage
replacement benefit.
Calculating the 12-month Period
For purposes of calculating the 12-month period during which 12 weeks of FMLA or qualifying exigency
leaves may be taken, BRC uses calendar year.
Under most circumstances, leave under federal and state law will run at the same time and the eligible
employee will be entitled to a total of 12 weeks of family and medical leave in the designated 12-month
period.
For leave to care for a covered service member the 12-month period begins on the first day of the
leave, regardless of how the 12-month period is calculated for other leaves. Leave to care for a
covered service member is for a maximum of 26 workweeks during a 12-month period.
Pregnancy Disability Leave
Any female employee planning to take pregnancy disability leave should advise the Human Resources
Department as early as possible. The individual should make an appointment with the HR Director to
discuss the following conditions:
•
Duration of pregnancy disability leave will be determined by the advice of the employee’s
physician, but employees disabled by pregnancy may take up to four months. Part-time
employees are entitled to leave on a pro rata basis. The four months of leave includes any
period of time for actual disability caused by the employee’s pregnancy childbirth, or related
medical condition. This includes leave for severe morning sickness and for prenatal care.
•
BRC will also reasonably accommodate medical needs related to pregnancy, childbirth, or
related conditions or temporarily transfer you to a less strenuous or hazardous position (where
one is available) or duties if medically needed because of your pregnancy.
•
Employees who need to take pregnancy disability must inform BRC when leave is expected to
begin and how long it will likely last. If the need for a leave, reasonable accommodation, or
transfer is foreseeable, employees must provide reasonable advance notice at least 30 days
before the pregnancy disability leave or transfer is to begin. Employees must consult with the
HR Director regarding the scheduling of any planned medical treatment or supervision in order
to minimize disruption to the operations of the Company. Any such scheduling is subject to the
approval of the employee’s health care provider;
•
If 30 days’ advance notice is not possible, notice must be given as soon as practical;
•
Failure to give reasonable advance notice may result in delay of leave, reasonable
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accommodation, or transfer;
•
Pregnancy leave usually begins when ordered by the employee’s physician. The employee
must provide BRC with a written certification for a health care provider for need of PDL,
reasonable accommodation nor transferred. The certification must be returned within 15
calendar days. Failure to do so may, in some circumstances, delay PDL leave, reasonable
accommodation or transfer. The certification indicating the need for disability leave should
contain:
o
A statement that the employee needs to take pregnancy disability leave because she
is disabled by pregnancy, childbirth or related medical condition.
o
The date on which the employee became disabled due to pregnancy;
o
The probable duration of the period or periods of disability; and
o
If the employee needs a reasonable accommodation or transfer, a medical certification
is sufficient if it contains all of the following: a description of the requested reasonable
accommodation or transfer; a statement that describes the medical advisability of the
reasonable accommodation or transfer because of the pregnancy; and the date on
which the need for reasonable accommodation or transfer became/will become
medically advisable and the estimated duration of the reasonable accommodation or
transfer.
•
Leave returns will be allowed only when the employee’s physician sends a release;
•
An employee will be required to use accrued sick time (if otherwise eligible to take the time)
during a pregnancy disability leave. An employee will be allowed to use accrued vacation or
personal time (if otherwise eligible to take the time) during pregnancy disability leave; and
Leave does not need to be taken in on continuous period of time and may be taken intermittently, as
needed. Leave may be taken in increments of one day
If intermittent leave or leave on a reduced work schedule is medically advisable the employee may in
some instances, be required to transfer temporarily to an available alternative position that meets the
employee’s needs. The alternative position need not consist of equivalent duties, but must have the
equivalent rate of pay and benefits. The employee must be qualified for the position. The position
must better accommodate the employee’s leave requirements than her regular job. Transfer to an
alternative position can include altering an existing job to better accommodate the employee’s need for
intermittent leave or a reduced work schedule.
Upon submission of a medical certification that an employee is able to return to work from a pregnancy
disability leave, an employee will be reinstated to her same position held at the time the leave began
or, in certain instances, to a comparable position, if available. There are limited exceptions to this
policy. An employee returning from pregnancy disability leave has no greater right to reinstatement
than if the employee had been continuously employed.
Employees on pregnancy disability leave will be allowed to continue to participate in group health
insurance coverage for up to a maximum of four months of disability leave (if such insurance was
provided before the leave was taken) at the level and under the conditions that coverage would have
been provided if the employee had continued in employment continuously for the duration of the leave.
In some instances, an employer can recover from an employee premiums paid to maintain health
coverage if the employee fails to return following pregnancy disability leave.
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PDL may impact other benefits or a seniority date. Please contact the HR Department for more
information.
Lactation
BRC accommodates lactating employees by providing a reasonable amount of break time to any
employee who desires to express breast milk for an infant child. The break time shall, if possible, run
concurrently with any break time already provided to the employee. However, if providing such break
time would seriously disrupt the operations of our business, we may deny break time to employees
who wish to express breast milk.
We will make reasonable efforts to provide employees who need a lactation accommodation with the
use of a room or other private location that is located close to the employee's work area. Employees
with private offices will be required to use their offices to express breast milk.
Employees who desire lactation accommodations should contact their supervisor or Cookie West in
Human Resources to request accommodations.
Discrimination on the basis of sex includes discrimination based on breastfeeding and related medical
conditions, and is unlawful.
Leave for Employee’s Own Health Condition
The following procedures shall apply when an employee requests family leave:
Please contact Cookie West, Human Resources Director as soon as you realize the need for
family/medical leave.
If the leave is based on the expected birth, placement for adoption or foster care, or planned medical
treatment for a serious health condition of the employee or a family member, the employee must notify
the Company at least 30 days before leave is to begin. The employee must consult with his or her
supervisor regarding scheduling of any planned medical treatment or supervision in order to minimize
disruption to the operations of the Company. Any such scheduling is subject to the approval of the
health care provider of the employee or the health care provider of the employee’s child, parent, or
spouse.
If the employee cannot provide 30 days’ notice, the Company must be informed as soon as is practical.
If the Family and Medical Leave Act/California Family Rights Act request is made because of the
employee’s own serious health condition, Boreal/Soda Springs Resorts may require, at its expense, a
second opinion from a health care provider that the Company chooses. The health care provider
designated to give a second opinion will not be one who is employed on a regular basis by the
Company.
If the second opinion differs from the first opinion, the Company may require, at its expense, the
employee to obtain the opinion of a third health care provider designated or approved jointly by the
employer and the employee. The opinion of the third health care provider shall be considered final and
binding on the Company and the employee.
The Company requires the employee to provide certification within 15 days of any request for family
and medical leave under state and federal law, unless it is not practicable to do so. The Company may
require recertification from the health care provider if additional leave is required. (For example, if an
employee needs two weeks of family and medical leave, but following the two weeks needs intermittent
leave, a new medical certification will be requested and required.) If the employee does not provide
medical certification in a timely manner to substantiate the need for family and medical leave, the
Company may delay approval of the leave, or continuation thereof, until certification is received. If
certification is never received, the leave may not be considered family and medical leave.
Leave to Care for a Family Member
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_______________________________________________________________________________________________
If the leave is needed to care for a sick child, spouse, or parent, the employee must provide a
certification from the health care provider stating:
•
Date of commencement of the serious health condition;
•
Probable duration of the condition;
•
Estimated amount of time for care by the health care provider; and
•
Confirmation that the serious health condition warrants the participation of the employee.
When both parents are employed by the Company, and request simultaneous leave for the birth or
placement for adoption or foster care of a child, the Company will not grant more than a total of 12
workweeks family/medical leave for this reason.
If an employee cites his/her own serious health condition as a reason for leave, the employee must
provide a certification from the health care provider stating:
•
Date of commencement of the serious health condition;
•
Probable duration of the condition; and
•
Inability of the employee to work at all or perform any one or more of the essential functions of
his/her position because of the serious health condition.
The Company will require certification by the employee’s health care provider that the employee is fit to
return to his or her job.
Failure to provide certification by the health care provider of the employee’s fitness to return to work will
result in denial of reinstatement for the employee until the certificate is obtained.
Leave Related to Military Service
A leave taken due to a “qualifying exigency” related to military service must be supported by a
certification of its necessity. A leave taken due to the need to care for a service member shall be
supported by a certification by the service member’s health care provider.
Health and Benefit Plans
An employee taking family medical leave will be allowed to continue participating in any health and
welfare benefit plans in which he/she was enrolled before the first day of the leave (for a maximum of
12 workweeks or 26 workweeks if the leave is to care for a covered service member)) at the level and
under the conditions of coverage as if the employee had continued in employment for the duration of
such leave. The Company will continue to make the same premium contribution as if the employee had
continued working as long as the employee continues to contribute their portion. The continued
participation in health benefits begins on the date leave first begins. In some instances, the Company
may recover from an employee premiums paid to maintain health coverage if the employee fails to
return to work following family medical leave.
Employees on pregnancy disability leave (if such insurance was provided before the leave was taken)
on the same terms as if you had continued to work.
Employees on family/medical leave who are not eligible for continued paid coverage may continue their
group health insurance coverage through the Company in conjunction with the federal COBRA
guidelines by contacting Human Resources. BRC insurance administrator, Custom Benefit
Administration will manage the COBRA program for the Company and collect the applicable premium.
Substitution of Paid Leave
Generally, FMLA/CFRA leave is unpaid. You will be required to substitute paid leave in the following
circumstances:
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_______________________________________________________________________________________________
•
•
Accrued sick leave, vacation or other paid time off must be used for absences that are
otherwise unpaid by state disability insurance, workers’ compensation benefits or any other
disability leave plan.
Accrued sick leave or paid time off that is available must be used when leave is to care for a
family member.
Paid leave may be substituted for unpaid leave in the following circumstances:
• Vacation may be used for the care of a family member if mutually agreed upon by the
Company and the employee.
Reinstatement
Under most circumstances, upon return from family/medical leave, an employee will be reinstated to
his or her original job or to an equivalent job with equivalent pay, benefits, and other employment terms
and conditions. However, an employee has no greater right to reinstatement than if he or she had been
continuously employed rather than on leave. For example, if an employee on family/medical leave
would have been laid off had he or she not gone on leave, or if the employee’s job is eliminated during
the leave and no equivalent or comparable job is available, then the employee would not be entitled to
reinstatement. In addition, an employee’s use of family/medical leave will not result in the loss of any
employment benefit that the employee earned before using family/medical leave.
Reinstatement after family/medical leave may be denied to certain salaried “key” employees under the
following conditions:
•
An employee requesting reinstatement was among the highest-paid 10 percent of salaried
employees employed within 75 miles of the work site at which the employee worked at the time
of the leave request;
•
The refusal to reinstate is necessary because reinstatement would cause substantial and
grievous economic injury to the Company’s operations;
•
The employee is notified of the Company’s intent to refuse reinstatement at the time the
Company determines the refusal is necessary; and
•
If leave has already begun, the company gives the employee a reasonable opportunity to
return to work following the notice described previously.
•
Employees on Family and Medical Leave Act/California Family Rights Act leave will not
continue to accrue vacation, sick leave, and holidays during unpaid Family and Medical Leave
Act/California Family Rights Act Leave.
For additional information about eligibility for family/medical leave contact Cookie West.
Carryover
Leave granted under any of the reasons provided by state and federal law will be counted as
family/medical leave and will be considered as part of the 12-workweek entitlement (26-workweek
entitlement if leave is to care for a service member) in a 12-month period. The 12-month period is
measured forward from the date any employee’s first Family and Medical Leave Act leave begins.
Successive 12-month periods commence on the date of an employee’s first use of such leave after the
preceding 12-month period has ended. No carryover of unused leave from one 12-month period to the
next 12-month period is permitted.
Intermittent Leave
Employees may take Family and Medical Leave Act/California Family Rights Act leave intermittently
(in blocks of time, or by reducing their normal weekly or daily work schedule) if the leave is for the
_______________________________________________________________________________________________
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_______________________________________________________________________________________________
serious health condition of the employee’s child, parent, or spouse or of the employee, and the reduced
leave schedule is medically necessary as determined by the health care provide of the person with
serious health condition. The smallest increment of time that can be used for such leave is one day.
Organ/Bone Marrow Donation
BRC employees who are donors for organ or bone marrow may take paid time off as follows:
•
Employees may take up to 30 business days of leave in any one-year period for the purpose of
donating an organ to another person. The one year period is calculated from the date the
employee begins his/her leave.
•
Employees may take up to 5 business days of leave in any one-year period for the purpose of
donating bone marrow to another person. The one year period is calculated from the date the
employee begins his/her leave.
•
Once a Donor has exhausted the required paid sick leave, vacation and/or accrued holidays,
the employee will be paid for the remaining leave of absence, if additional leave is needed, up
to the maximum allowed by law.
•
During the leave for organ/bone marrow donors, The Company will continue to provide and
pay for any group health plan benefits the employee was enrolled in prior to the leave of
absence. The employee will still have to pay their share.
•
Leave taken for the purpose of organ or bone marrow donation is not leave for the purpose of
family medical leave under state law, The California Family Rights Act.
•
Employees who wish to take a leave of absence to donate bone marrow or an organ will be
required to provide written verification of the need for leave, including confirmation that the
employee is an organ or bone marrow donor and that there is a medical necessity for the
donation of the organ or bone marrow.
Jury Duty and Witness Leave
BRC encourages employees to serve on jury duty when called. Jury duty will be considered an
excused absence without pay for non-exempt employees. Exempt employees will receive full salary
unless they are absent for a full week and perform no work. You should notify your supervisor and
Human Resources of the need for time off for jury duty as soon as a notice or summons from the court
is received. You may be requested to provide written verification from the court clerk of performance of
jury service. If work time remains after any day of jury selection or jury duty, you will be expected to
return to work for the remainder of your work schedule. You may retain any mileage allowance or other
fee paid by the court for jury services.
Leaves of Absence
BRC may grant leaves of absence to employees in certain circumstances. Request any leave in writing
as far in advance as possible, keep in touch with your supervisor or the Human Resources Director
during your leave, and give prompt notice of any change in your anticipated return date. If your leave
expires and you fail to return to work without contacting your supervisor or the Human Resources
Office, the Company will assume that you do not plan to return and that you have terminated your
employment. Upon return from a leave of absence, you will resume all aspects of your employment
status that existed prior to the start of your leave.
Health Insurance Premium
BRC will continue to pay for health insurance for employees on leaves of absence up to a maximum of
12 weeks (26 weeks if the leave is to care for a covered service member) as long as the employee
contributes their portion bi-weekly to the Human Resources Office. After that, you may self-pay
premiums under the provisions of COBRA. The Human Resources Director can give you additional
information. Payment is due when it would be made by payroll deduction.
_______________________________________________________________________________________________
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_______________________________________________________________________________________________
Military Leave
Employees who wish to serve in the military and take military leave should contact Cookie West for
information about their rights before and after such leave. You are entitled to reinstatement upon
completion of military service, provided you return or apply for reinstatement within the time allowed by
law.
Military Spouse Leave
Employees who work more than 20 hours per week and have a spouse in the Armed Forces, National
Guard or Reserves who have been deployed during a period of military conflict are eligible for up to 10
unpaid days off when their spouse is on leave from (not returning from) military deployment.
Employees must request this leave in writing to Cookie West, HR Director within two business days of
receiving official notice that their spouse will be on leave. Employees requesting this leave are required
to attach to the leave request written documentation certifying the spouse will be on leave from
deployment
Required Use of Vacation and Sick Leave before Unpaid Leave
You are required to take accrued and unused paid leave before taking unpaid leave or having unpaid
absences. Family and Medical Leave (under both state and federal law) is included in this requirement,
unless you are receiving wage replacement through a disability leave plan and or your leave is for
pregnancy-related disability.
Employees who are absent because of their own disability may be eligible for State Disability Insurance
(SDI) benefits. SDI payments do not begin until after you have been absent from work for 7 calendar
days. If you have accrued sick leave, sick leave will be used for the first 7 days before SDI payments
begin unless you are receiving wage replacement through another disability leave plan and the
absence is covered by federal family and medical leave (FMLA).
SDI benefits do not replace all of your usual wages. If the absence is also covered by Federal
Family/Medical Leave (FMLA), you may choose to supplement your SDI benefits with sick leave. If you
are not eligible for FMLA , you must supplement your SDI benefits with accrued sick leave.
If you are absent for a reason that qualifies you for Paid Family Leave (PFL) payments, you use sick
leave during the first two weeks of absence, if you do not have vacation or other paid time off available.
PFL benefits do not replace all of your usual wages. Your PFL benefits can be supplemented with any
accrued and unused Vacation, unless you are receiving wage replacement through an employerprovided benefit.
Leave Donation Program
BRC has a leave donation program that is meant to provide assistance to employees who are suffering
from a crisis event that has resulted in a need for additional time off in excess of their available sick or
other paid time. The program allows eligible employees to voluntarily donate time from their available
sick leave to their co-workers in accordance with the policy.
This policy is strictly voluntarily. The policy does not guarantee any employee the right to extended
leave beyond what is provided for by the company’s stated policy and its legal obligations. Final
approval of receipt of any sick leave donation and of the ability to donate accrued leave rests with
Cookie West, Human Resources Director.
Donations made under this policy shall be deemed to be equivalent one hour increments and are not
based on the job classification or salary of the donating employee or the recipient employee.
Eligibility to Donate:
In order for you to donate sick leave to another employee you must:
_______________________________________________________________________________________________
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_______________________________________________________________________________________________
•
Be employed by BRC for one year.
•
Donate sick leave in units of 4 hours
•
You must maintain a minimum of 24 hours in your current balance after the donation.
•
Not be currently on an approved leave of absence.
Employees who donate leave are not permitted to exhaust their own sick leave balance because they
may experience their own need for time off.
Guidelines for Receipt of Leave Donation:
Employees who would like to receive donated sick time from co-workers, must have a crisis event as
determined by Cookie West, such as:
•
A catastrophic injury or illness of an employee or immediate family member. Immediate family
member is defined as a child (including step-child or legal ward), spouse, parent, domestic
partner, domestic partner’s child, or other relationship in which the employee is the legal
guardian or sole caretaker.
•
A death of an immediate family member, as defined above.
•
A crisis of a severe nature that directly impacts the employee, such as a catastrophic casualty
loss due to natural disaster.
The donated time can only be used for time off related to the approved crisis event. Recipient
employees must use their own available paid leave time prior to using any donated time. Employees
who receive donated sick time may receive no more than 480 hours (12 weeks) within a rolling 12
month period. The leave donation program does not guarantee the recipient employee the right to
extended leave beyond the company’s stated policy and it legal obligations. The decision as to
whether a personal leave should be granted, whether there is a crisis event, or whether the employee
can receive donated sick time is within the discretion of BRC.
Any donated sick time that is in excess of the time used by the recipient for the approved crisis event
will be returned to the donor. There is no “cash” value to the recipient of the donated sick time.
Procedure
Employees who wish to donate sick time to a co-worker must make a written request to Cookie West
who will confirm eligibility. The request must be approved by Cookie West. The identity of donors will
remain confidential.
Donations under the program are voluntary and no employee will be subject to intimidation or disparate
treatment for participating in or declining to participate in the leave donation program. Misrepresenting
or falsifying the need to receive donated leave under this program is grounds for discipline, including
termination.
Personal Leave
A personal leave of absence without pay may be granted at the discretion of BRC. Requests for
personal leave should be limited to unusual circumstances requiring an absence of longer than two
weeks. Approved personal absences of shorter duration are not normally treated as leaves, but rather
as excused absences without pay. Any leave taken under this provision that qualifies as leave under
the state and/or federal Family and Medical Leave Acts will be counted as family/medical leave and
charged to your entitlement of 12 workweeks of family/medical leave in a 12-month period.
_______________________________________________________________________________________________
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_______________________________________________________________________________________________
School Activities
Employees are encouraged to participate in the school activities of their child(ren). The absence is
subject to all of the following conditions:
• Parents, guardians, or grandparents having custody of one or more children in kindergarten or
grades one to 12 may take time off for a school activity;
•
The time off for school activity participation cannot exceed eight hours in any calendar month,
or a total of 40 hours each school year;
•
Employees planning to take time off for school visitations must provide as much advance
notice as possible to their supervisor;
•
If both parents are employed by BRC, the first employee to request such leave will receive the
time off. The other parent will receive the time off only if the leave is approved by his or her
supervisor;
•
Employees must use vacation leave in order to receive compensation for this time off;
•
Employees who do not have paid time off available will take the time off without pay, and
•
Employees must provide their supervisor with documentation from the school verifying that the
employee participated in a school activity on the day of the absence for that purpose.
Suspension
If an employee who is the parent or guardian of a child facing suspension from school is summoned to
the school to discuss the matter, the employee should alert his or her supervisor as soon as possible
before leaving work. In agreement with California Labor Code Section 230.7, no discriminatory action
will be taken against an employee who takes time off for this purpose.
Temporary Transfers
Employees who request a temporary transfer for medical and/or family medical leave reasons will be
considered for that transfer if a position exists at the time the transfer is requested and the employee is
qualified to perform the job. The employee will be paid in accordance with the responsibilities and
duties of the temporary job.
Time Off for Voting
If an employee does not have sufficient time outside of working hours to vote in an official statesanctioned election, the employee may take off enough working time to vote. Such time off shall be
taken at the beginning or the end of the regular working shift, whichever allows for more free time, and
the time taken off shall be combined with the voting time available outside of working hours to a
maximum of two hours combined. Under these circumstances, an employee will be allowed a
maximum of two hours of time off during an election day without loss of pay. When possible, an
employee requesting time off to vote shall give his or her supervisor at least two days’ notice.
Victims of Crime Leave
An employee who is themselves a victim or who is the family member of a victim of certain serious
crimes may take time off from work to attend judicial proceedings related to the crime or to attend
proceedings involving rights of the victim.
A family member of a crime victim may be eligible to take this leave if he/she is the crime victim’s
spouse, parent, child or sibling. Other family members may also be covered, depending on the purpose
of the leave.
The absence from work must be in order to attend judicial proceedings or proceedings involving rights
of the victim. Only certain crimes are covered. You must provide reasonable advance notice of your
need for leave and documentation related to the proceeding may be required. If advance notice is not
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_______________________________________________________________________________________________
possible, you must provide appropriate documentation within a reasonable time after the absence.
Any absence from work to attend judicial proceedings or proceedings involving victim rights will be
unpaid, unless you choose to take paid time off.
For more information regarding this leave (including whether you are covered, when and what type of
documentation is required and which type of paid time off can be used), please contact a Company
representative with day-to-day personnel responsibilities.
Volunteer Civil Service Personnel
No employee shall be disciplined for taking time off to perform emergency duty as a volunteer
firefighter, peace officer, or emergency rescue personnel. Employees who perform emergency duty as
a volunteer firefighter, reserve peace officer, or emergency rescue personnel may also take up to a
total of fourteen days unpaid leave time per calendar year to engage in required fire, law enforcement
or emergency rescue training. Please alert your supervisor that you may have to take time off for
emergency duty or emergency duty training. When taking time off for emergency duty, please alert
your supervisor before doing so when possible.
If you are an official volunteer firefighter, reserve peace officer or emergency rescue personnel, please
alert your supervisor if you have training. Volunteer firefighters, reserve peace officers and emergency
rescue personnel may take up to a total of fourteen days per calendar year to engage in fire, law
enforcement or emergency rescue training.
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_______________________________________________________________________________________________
Boreal/Soda Springs/Woodward Tahoe
General Information
Boreal Ridge Corporation
19749 Boreal Ridge Rd.
Soda Springs, CA 95728
Mailing Address:
P.O. Box 39
Truckee, CA 96160
Phone Numbers
Boreal Main Number
Boreal/Soda Woodward Human Resources
Boreal Fax
530-426-3663
530-426-3663 ext. 3-3156
530-426-3173
Boreal Inn 530-426-1012
Soda Springs Main Number
Soda Springs Fax
530-426-3901
530-426-1021
Woodward Tahoe
530-426-1114
24 hour road conditions
CA: 1-800-427-7623
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_______________________________________________________________________________________________
ADP Online Employee Self-Service
ADP, our payroll provider, provides various employee services through the Internet.
•
View your paycheck stubs and your W-2 Statements.
•
Change/View your tax withholding (W-4 Form), direct deposit information, address,
phone number, etc.
•
Stop receiving payroll stubs when you have direct deposit.
How do you do this? Simply go to www.portal.adp.com and follow the instructions to register.
1. On the login page, click First Time Users Register Here. The Welcome page is
displayed with an overview of the registration process.
2. Click Register Now to begin the registration process.
3. Enter the following information, clicking Next at the end of each page:
•
Registration Pass Code Powdr-082819
•
Identity information
•
Contact, User and Security information.
4. Click Register now – The user ID and password are specific to you and needed any
time you log into you ADP Self-Service Portal.
*ADP is committed to protecting you privacy and ensuring only you can access your personal
information.
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Page 62 of 62

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