2013 employee Guidebook

2013 OPERATING SCHEDULE
MAR
APR
MAY
JUNE
JULY
AUG
SEPT
OCT
CALIFORNIA’S
GREAT AMERICA
10 AM - 5:30 PM
10 AM - 8 PM
• - Denotes Saturday
10 AM - 6 PM
10 AM - 10 PM
H - Haunt
10 AM - 7 PM
7 PM - 12 AM
BOOMERANG BAY™
P - Physics, Science & Math Day
11 AM - 5 PM
11 AM - 6 PM
X - Private Day/Special Event
new in
2013!
2401 Agnew Road, Santa Clara, CA 95054
408.988.1776 • cagreatamerica.com
Cedar Fair Entertainment Company® © 2013 Cedar Fair, L.P. © Peanuts Worldwide LLC, Peanuts.com GA13-072
2013 Employee Guidebook
Dear 2013 Cedar Fair Employee,
Welcome to the Great America Team!
Welcome to the Cedar Fair Family. If this is your first year with us, we are grateful that you have
chosen to join us and we will do our best to make your time here both productive and enjoyable.
You will learn new skills, make new friends and, like our guests, create lasting memories.
Whether you are returning for another season or are joining us for the first time, we are thrilled to have
you as a member of our team. Together, we will entertain more than a million guests and create longlasting memories for both you and our visitors.
The 2013 season is going to be one of the greatest yet. This Spring, Great America will proudly launch
Gold Striker, Northern California’s tallest and fastest wooden coaster. This world class attraction
will combine state-of-the-art design elements with the nostalgia only a wooden coaster can bring.
It is truly where the gold rush meets the adrenaline rush. We are also excited to continue the Park’s
fantastic entertainment offering. Also joining the lineup is “Pop Fusion,” our all-new dance party at the
Celebration Plaza stage. At the Showtime Theater, “On Broadway” will feature live singing and dancing
from the New York stage to the California Coast. Additionally, the Peanuts Playhouse will have a new
show called “Team Charlie Brown.” Also new in 2013, Woodstock will join Snoopy and the rest of the
PEANUTS® Gang in greeting Park guests.
Returning to the entertainment lineup this year will be our Peanuts Ice Show, “Happiness Is – Snoopy”,
located in the Great America Theater. California’s Great America will once again host Fireworks
Displays on select Saturdays and Holiday Weekends during the summer months. This Fall, we are
thrilled to bring back the highly acclaimed “Halloween Haunt.” Featuring two new haunted mazes, all
new entertainment and midway enhancements, there will be more scares than ever before.
We’ve also been diligently working this off-season to improve the level of service provided to our guests.
A new “Subway®” franchise location will be added inside the Park next to the Great America Theater.
We will also be adding a “Main Information Center” in the Park, across from Maggie Brown’s, to better
assist our guests with a variety of important services. Improved efficiencies and offerings that result
from our newly installed point-of-sale system will also be appreciated by our guests.
Mission
Statement
Cedar Fair Entertainment
Company is dedicated to
providing our guests with
world-class thrills, fun and
family entertainment,
guided by the principles
of safety, service, courtesy,
cleanliness and integrity.
For those of you who are returning, I am particularly thankful as we count on you to provide the
foundation for the quality Cedar Fair experience that our guests appreciate. While I receive many
guest letters and emails over the course of a year, the vast majority aren’t about our record-setting
roller coasters, they are about how our employees made their day special. Welcome back.
Cedar Fair Entertainment Company is a leader in family entertainment, with 15 amusement parks and
water parks in nine states and Canada. We are dedicated to providing world-class thrills, fun and
family entertainment for our guests.
Our guests expect the very best when they enter a Cedar Fair park, which is why you have been
selected to be a part of our team. Your commitment to following the standards set forth in Cedar Fair’s
Cornerstones of Safety, Service, Cleanliness and Integrity will help ensure that we provide every guest
with a ‘Best-Day-of-the-Year’ experience. I challenge you to make it a personal goal to live up to these
standards as we entertain and serve every guest, every day, every time.
Please read these guidelines carefully. They will provide you with policies that are upheld throughout
our company and will also help familiarize you with all of Cedar Fair’s other parks.
Cedar Fair is known for our ability to deliver the finest guest experience
in the industry. I look forward to seeing you in our parks and experiencing
firsthand the tremendous impact your efforts will have on our guests.
As you can tell, there is a lot to look forward to this season.
It is the collective efforts of each employee that contributes
to the success of this Park. By following our Cedar Fair Four
Cornerstones of Safety, Service, Courtesy and Cleanliness,
all held together by Integrity, we will not only enhance our
guests’ experience, but also create a fun and memorable
experience for you, our valued employees. I am honored
that you have joined us in our mission, and I’ll see you in
the Park!
Sincerely,
CEDAR FAIR
Matthew A. Ouimet
President and CEO
Cedar Fair Entertainment Company
Raul Rehnborg
Vice President & General Manager
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Table of Contents
The Cornerstones
4
History of Cedar Fair Parks . . . . . . . . . . . . . . . . . . . . 5
Cedar Fair Employee Media Guidelines . . . . . . . . . . . 7
Disclosing Company Information . . . . . . . . . . . . . . . . 7
Communicating with Park Guests . . . . . . . . . . . . . . . . 7
Open Door Policy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Grooming Guidelines . . . . . . . . . . . . . . . . . . . . . . . . . . 9
Safety Guidelines . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Employee Conduct . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
General Policies . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Just For You . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 25
Scheduling, Breaks, and Payroll . . . . . . . . . . . . . . . 29
Important Park Phone Numbers . . . . . . . . . . . . . . . 34
Cornerstones . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Cedar Fair’s success is based on strict adherence to the Company’s
major cornerstones: Service, Courtesy, Cleanliness, Safety and Integrity.
No matter what your position with Cedar Fair, these principles are vital
to your performance.
Service
Cedar Fair parks have a reputation for being enjoyable places to visit. Now it is up to you to carry on the tradition.
Whether you are waiting on a guest, answering a question or handling a complaint, always be polite and patient,
and give the guest your complete attention. The last guest you serve at the end of the season should receive
the same courteous and friendly service you gave to the very first. Remember, a satisfied guest is Cedar Fair’s
best advertisement.
Respond quickly – Each guest is important and deserves quick service. Even on hot days when the midways
are crowded and the lines are long, try to maintain a quick, courteous service attitude. Serve your guests
with attentiveness and show them you care. It won’t be long until you realize, just as our guests do, how
impressive you are.
Courtesy
Cedar Fair’s most effective method of public relations is courtesy. Try to develop a courteous and caring attitude,
then communicate this feeling to the people around you. Although our guests visit by the millions, each one deserves
to be treated with respect as an individual, as do your fellow employees. Be patient, understanding and make them
feel welcome and special.
Know proper telephone procedures – If your job involves communicating with guests or fellow employees via
the telephone, be courteous and professional when answering and referring messages, and attempt to control
background noise. Maintain a good public image, even over the phone. (Please also refer to Communicating With
Park Guests.)
Cleanliness
Gold Striker
The provisions of this manual are subject to change at any time at Cedar Fair
Entertainment Company’s discretion. This manual supersedes all prior manuals
and other written or verbal policies or statements that are inconsistent with its
provisions. This manual does not create a contract of employment between Cedar Fair
Entertainment Company and its employees. Although we hope that your employment
relationship with Cedar Fair Entertainment Company will be mutually enjoyable, either
you or Cedar Fair Entertainment Company may terminate the relationship at any time,
for any reason, with or without cause or notice. Our relationship remains at all times
on an at-will basis and may not be modified by any Cedar Fair Entertainment Company
supervisor, manager, or representative unless there is a written employment contract
or agreement which explicitly modifies the at-will employment relationship and is
signed by the President and CEO of Cedar Fair Entertainment Company or the President
and CEO’s designee.
Read these Guidelines carefully and retain them for future reference. Each section
contains important information that applies to each of you. In addition, you will receive
further job specific information during your training period.
If you have difficulty reading or understanding any of the provisions of these
Guidelines, please contact the Human Resources Department. We will gladly make
assistance available to an employee who requests it in order to better understand
the Company’s policies.
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Cedar Fair’s reputation of having the cleanest parks in the nation is due to the efforts of all of our employees. Keeping
parks of our size clean is no easy task. It takes commitment and teamwork. All employees have a basic responsibility
to keep their work area clean.
In addition to keeping the work areas clean, be attentive when walking the midways. Make a special effort to pick
up and throw away any litter on the midways.
Our reputation for cleanliness does not stop with the public areas. All behind-the-scenes locations, including break
areas, should also be kept as clean as possible. When you are finished with your break, please remember to throw
away wrappers, cans, cups and other trash. That’s showing common courtesy to your fellow employees.
Safety
Safety is everyone’s responsibility. Remember, safety begins with a positive, conscientious approach to your
work. Your health, as well as that of fellow employees and park guests, is at stake. Potential safety hazards
should be reported to your supervisor immediately. Be especially alert for children and elderly guests. Never
become distracted while doing your job. We expect each of you to do your part to maintain a “safety-minded”
operation. (Please also refer to General Safety Guidelines.)
Integrity
Lastly, at all Cedar Fair parks, employees follow the principle of integrity. A person of integrity is honest in his
dealings with supervisors, guests and co-workers, and in his handling of company money, property and time.
Other examples of integrity may include doing the best job possible at all times, being fair and showing respect for
everyone you come in contact with, helping fellow crew members when needed, treating all guests as you would
want to be treated, turning in all lost and found articles to the appropriate authority, and always reporting for work
properly groomed and in a clean uniform. Integrity is the glue that binds the other four cornerstones together.
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Sandusky, OH
Featuring 18 acres of fun, including a mat racer,
Splash Zone’s super-splashing play area, Renegade River,
Tadpole Town, Eerie Falls and a half a million gallon wave pool.
soakcity.cedarpoint.com
Cedar Fair is a publicly traded partnership headquartered in Sandusky,
Ohio. Cedar Fair’s dedication to providing the best in family entertainment
and guest service has kept guests coming back year after year. Today,
Cedar Fair is one of the largest and most successful amusement park
operators in the world.
Toronto, ON
Canada’s premier theme park, Canada’s Wonderland features more
than 200 attractions, including 68 rides, a 20-acre waterpark,
16 thrilling coasters and two themed children’s areas.
canadaswonderland.com
The Partnership owns and operates 11 amusement parks, four outdoor
waterparks and one indoor waterpark resort. The parks are located
in Ohio, California, North Carolina, Virginia, Pennsylvania, Minnesota,
Missouri, Michigan, and Toronto, Ontario. Cedar Fair also operates
Gilroy Gardens Family Theme Park in Gilroy, California under a
management contract. Cedar Fair’s President and Chief Executive
Officer is Matthew A. Ouimet.
Charlotte, NC / Fort Mill, SC
This 398-acre thrill park is filled with so much fun and excitement it can’t
be contained in one state! Includes 13 world-class roller coasters,
a 20-acre waterpark and Planet Snoopy, a 12-acre children’s area.
carowinds.com
Commitment to Integrity
Cedar Fair Entertainment Company is firmly committed to the
principles of honesty, integrity and fairness in all aspects of
its business relationships with vendors, customers, employees,
investors, and others. Management of the company is thus
committed to the highest standards of accuracy and accountability
with regard to its financial reporting and internal controls, and
expects the same of each of its employees.
Sandusky, OH
Voted the world’s Best Amusement Park 15 years running, Cedar Point
has 74 rides (including 16 coasters), four kids’ areas (including
Planet Snoopy) and award-winning live entertainment.
cedarpoint.com
A confidential voice mailbox has been established for employees
and others to report any known or suspected situations which
violate these fundamental principles and standards within the
company, particularly related to accounting, internal controls,
and financial reporting matters. Messages left on this voice
mailbox will be investigated under the direction of the Audit
Committee of Cedar Fair’s Board of Directors. You do NOT need
to identify yourself when leaving a
message, and the information you
provide will be kept confidential.
The number to call to report
accounting and financial reporting
problems is: 1-800-650-0716.
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Buena Park, CA
Knott’s Berry Farm, located in the heart of Southern
California, offers thrilling coasters, family fun rides
and attractions and live shows situated in five
themed areas including Camp Snoopy
and Ghost Town; and is the location of the one and
only Mrs. Knott’s Chicken Dinner Restaurant.
knotts.com
Allentown, PA
Dorney Park & Wildwater Kingdom features 200 acres of extreme fun,
with more than 50 rides, including seven coasters,
22 water slides, live entertainment and Planet Snoopy.
dorneypark.com
Palm Springs and Orange County, CA
Two great water parks themed around
the Southern California’s famous beaches
feature speed, tube and body slides,
wave pools, lazy rivers and multi level fun
houses and Gremmie Lagoon, a hands on
playground for pint-sized surfers.
knotts.com/soakcity
Aurora, OH
Terrific fun for the whole family! Wildwater Kingdom, an
outdoor waterpark, features a tornado slide, Ohio’s tallest
water slides (100 feet!) and a 390,000 gallon wave pool.
wildwaterfun.com
Santa Clara, CA
A 100-acre theme park and waterpark in
Northern California, Great America guests enjoy eight
roller coasters and splashing good fun of Boomerang Bay.
cagreatamerica.com
Muskegon, MI
Michigan’s largest amusement and waterpark,
Michigan’s Adventure has more than 60 rides and
attractions, including seven roller coasters, Grand
Rapids and Funnel of Fear.
miadventure.com
Richmond, VA
Families love Kings Dominion, with its 400 acres of
fun, featuring 15 roller coasters, including Intimidator 305,
two delightful children’s areas, and WaterWorks, a
20-acre super-splashing waterpark.
kingsdominion.com.
Kansas City, MO
Worlds of Fun features 235 acres of world-class
rides and attractions for the entire family, including
seven daring coasters, thrill rides, live shows,
Planet Snoopy and Oceans of Fun waterpark.
worldsoffun.com
Cincinnati, OH
Kings Island has more than 100 world-class rides and attractions
on 364 acres, including 14 thrill-inducing coasters, a 33-acre
waterpark, an award-winning kids’ area (Planet Snoopy)
and fun-filled musical productions.
visitkingsisland.com
Shakopee, MN
Valleyfair entertains with more than 74 rides and attractions,
including eight thrilling coasters, Xtreme Swing, family rides,
live entertainment, Soak City Waterpark and Planet Snoopy.
valleyfair.com
6
Cedar Fair Employee Media Guidelines
Communicating with Park Guests
As one of the largest and most well-known family of amusement parks
in the world, Cedar Fair and its parks attract a great deal of news
coverage from local, state, national and international media.
Regardless of your exact job title, all of Cedar Fair’s employees act
as hosts to the guests who visit our parks. Your communication with
park guests is one of your most important responsibilities. Be patient,
understanding and make them feel welcome and special. The
following tips may prove helpful:
When conducted properly, this exposure is very valuable. It is
important that these publicity opportunities be handled in a proper and
consistent manner.
Make Eye Contact and Listen Attentively - No matter how many
times you’ve heard the same question before, listen to the guest
and respond as if it’s the first time. Remember, he or she is asking
the question for the first time and believes the question or complaint
is a valid one. Never say, “I don’t know.” Say, “Let me find that
information for you.” Then talk to the appropriate person or persons
to obtain an answer to the guest’s question.
As a Cedar Fair employee, you are expected to follow these guidelines
for media relations.
• All media relations with Cedar Fair employees are coordinated
through the Public Relations Department at your park.
• Whenever you receive a media inquiry or request for information,
you should direct the media representative to contact the Public
Relations Department for assistance. When possible, please
transfer all media calls to the appropriate telephone number.
• For some stories, you may be asked to talk to the media about
an approved subject during an interview prearranged through
the Public Relations Department. (All employee interviews
should only be conducted in the presence of a public relations
representative unless otherwise specified.)
• Disclosure of any confidential/non-public information to the media
or general public (including via the Internet) is subject to disciplinary
action up to and including termination. Such information may
include, but not be limited to, park attendance, expansion plans, ride
status, revenue figures, safety and security issues.
• Any unauthorized media contact initiated and/or conducted
by a Cedar Fair employee is prohibited and may be cause for
disciplinary action up to and including termination. This is
particularly important during all crisis/emergency situations.
Respond Cheerfully and Politely - Always respond to guests the
way you would like to be addressed if you were the one making
the inquiry.
Be Aware of Your Actions - All of us communicate nonverbally
as well as with words. Your body language and/or actions have
a definite effect on the overall impression of Cedar Fair that
guests will take away with them. Always smile and project a
cheerful image. Being aware of your actions will help maintain
Cedar Fair’s reputation of having the most professional staff of
any amusement park.
Learn the Language - Cedar Fair has a language all its own
which generates a feeling of courtesy in our day-to-day relations.
We refer to visitors as “guests” and to all personnel as “hosts” or
“associates” and in the case of Worlds of Fun, “ambassadors.”
Remember, courtesy is contagious, and courtesy with a smile
is irresistible. The more you give to our guests, the more you’ll
get in return.
NOTE: Employees should also review the Electronic Communications
Policy in the General Policies section of this book.
Guests with Disabilities
Disclosing Company Information
Most of you will come into contact with a guest with a disability
sometime during the course of your employment with Cedar
Fair. Be sensitive to their needs and accommodate them as
best as possible. Your Park Operations or Guest Services Office
distributes the Guest Assistance Guide, which outlines the criteria
needed to safely participate in our attractions. If you are in doubt as to
how you can best accommodate guests with disabilities, contact your
Cedar Fair employees agree to recognize that all information, written
or otherwise, relating to the operations, finances, activities or business
of Cedar Fair and its parks that they receive during their period of
employment or through access to Company records in the course of
their job duties is proprietary and shall remain the exclusive property
of the Company. Furthermore, they agree not to disclose any such
information to anyone unless authorized by appropriate Cedar Fair
management personnel.
supervisor. To increase the comfort and ease with which you deal with
these guests, use the following tips:
•
•
•
•
•
•
•
•
•
•
•
Open Door Policy
A free exchange of ideas is vital to good employer-employee
relations. We invite you to use one of the procedures listed
here to seek an answer to your question, offer a suggestion
or register a complaint. All matters will be dealt with courteously, fairly
and as promptly as possible.
Offer your help, but don’t insist.
Ask how to help, and what to do.
Respect the person’s determination of his or her own needs.
Try to convey the message that you are comfortable and not
anxious when helping.
Relax and Smile!
Avoid making assumptions - Ask!
Treat a disabled person the same way you would a non-disabled
person, as much as possible.
Don’t be afraid to ask someone to repeat something you
don’t understand.
If necessary, ask a guest about his or her abilities, not disabilities.
Address the individual directly - not the interpreter, attendant,
or companion.
Don’t touch anything (equipment, dogs, wheelchairs, etc.)
without asking first.
EMPLOYEE COMMUNICATION meetings are held regularly throughout
the season to address suggestions, problems or complaints affecting
the entire seasonal staff, and general park operations. In addition,
some divisions also conduct periodic meetings to address employee
comments and suggestions about that specific division.
If your question, suggestion, problem or complaint is more personal
in nature, discuss it with your IMMEDIATE SUPERVISOR. If the matter
is still not resolved to your satisfaction, or if for personal reasons
you do not wish to discuss the matter with your supervisor, you
may meet with your DEPARTMENT MANAGER OR DIVISION HEAD.
Most problems that reach the division head can be resolved fairly.
However, there may be an occasion where you feel further review is
necessary. Should that occur, you may bring the matter to the HEAD
OF YOUR HUMAN RESOURCES DEPARTMENT, who, along with the
division head, will again review the matter and attempt to resolve it.
If all of these procedures fail, you may request a meeting with the
general manager of your park, who will then review the facts and
offer a final opinion. This meeting will be arranged by your Human
Resources Director.
Just remember - People with disabilities are individuals who come
with the same variety of attitudes, interests, and personalities as
the general population. Don’t embarrass anyone by making
assumptions. If you don’t know what to do in any situation, ask!
The person who lives with the disability is the best resource for
information on how to help.
Helping an Unhappy Guest
Sometimes you will encounter a guest who has been faced with a
situation that has prevented him or her from having a good time. How
you react to them will affect a guest’s opinion of Cedar Fair. It is also
an opportunity to solve the problem and turn the guest into a loyal
repeat visitor. On these occasions, your responsibility is to do your
best to listen to the guest and solve, or try to solve, the problem. This is
easily accomplished when you treat the guest in a courteous, attentive
manner. Just keep some basic rules of courtesy in mind:
• Listen with your eyes. Look at the guest while he or she is talking
to you. Give the guest your complete attention.
• Thank the guest for bringing the matter to your attention and for
giving you the opportunity to try to rectify the problem.
• Apologize to the guest for any inconvenience. No matter
what the problem is, the guest is unhappy, a situation that
none of us wants.
• Do not argue with the guest or get involved in any confrontation.
• Attempt to solve the problem. If you cannot handle the situation,
call your lead or supervisor immediately for assistance.
• Never leave the guest without excusing yourself and
explaining that you are taking a moment to give the problem
your personal attention.
• Keep smiling. Make every effort to make the guest
happy. If the guest wishes to make a written
complaint, politely direct him or her to the
appropriate location.
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Cedar Fair Appearance Standards
Appearance Standards
Please do your part to look your best at all times, whether going to work or
after you have completed your shift. TAKE PRIDE IN YOUR APPEARANCE!
This includes having your pants pulled up, uniform shirts buttoned, and
shirts tucked-in as appropriate. If you do not meet Cedar Fair’s appearance
standards, a member of management will instruct you to leave and return
only when you are in compliance with policy.
The personal appearance of our employees is a very important
part of Cedar Fair’s overall image. People from all over the world
come to our family-friendly parks and they expect our employees to
be approachable, well groomed and welcoming. To our guests, you
are Cedar Fair. If you present a clean and professional appearance to
our guests, their impression of you and your services will reflect the
standards of quality we strive to maintain. With this goal in mind, Cedar
Fair has established several appearance standards.
Cedar Fair is committed to the philosophy of equal opportunity
employment in compliance with Title VII of the Civil Rights
Acts of 1964. Requests for exceptions to Cedar Fair Appearance
Standards for religious beliefs, or questions regarding the
accommodation of medical restrictions, must be directed to a
Human Resources representative.
Standards For Male Employees
Standards For Female Employees
All employees must conform to the appearance standards and the following
guidelines concerning personal appearance and grooming before coming
to work. Repeated violations of these standards may result in disciplinary
action, not to exclude termination of your employment. NOTE: CERTAIN
DIVISIONS MAY CALL FOR ADDITIONAL GUIDELINES RELATED TO HEALTH
& SAFETY AND/OR SANITATION.
Hair
Hair
Uniforms and Accessories - Your personal appearance makes a big
impression on our guests. Below are some guidelines regarding your uniform:
Cedar Fair reserves the right to modify this policy at any time. Additional
guidelines may apply according to your job assignment.
Hair must be natural, clean, and well-groomed. Styling should be tapered
at the sides and back so the lower one-half of the ear is visible and the
back is no longer than the top of the collar of a collared shirt. Hair should
also not fall forward over the face below the eyebrow while performing
normal job duties. Faddish, extreme hairstyles, including (but not limited
to) multi-color or unnatural hair colors, sculptured hair, tails, ponytails,
partially shaved heads and spikes are not permitted. Hair volume should
maintain a balanced thickness from the scalp not to exceed 2 inches. Any
braiding or twisting of hair must meet all other appearance guidelines.
Beads or other hair ornamentation are not permitted. Shaved patterns
in any hair are not allowed. Subtle highlighting is permitted as long as it
creates a uniform look over the whole head.
Hair must be natural, clean, well-groomed, and simply arranged.
Faddish, extreme hairstyles, including (but not limited to) multi-color or
unnatural colors, sculptured hair, tails, and partially shaved heads are not
permitted. Those who prefer long hair should take special care so that it
will not fall forward or over the face while performing normal job duties.
If necessary, hair must be pinned up or tied back using a plain barrette.
Hair volume should maintain a balanced thickness from the scalp not
to exceed 2 inches. Any braiding or twisting of hair must meet all other
appearance guidelines. Beads or other hair ornamentation are not
permitted. Shaved patterns in any hair are not allowed. Subtle highlighting
is permitted as long as it creates a uniform look over the whole head.
General Grooming
Make-Up
Employees should be clean shaven daily. Beards and goatees are
not permitted. However, a neatly-groomed mustache that does not
extend below or beyond the corners of the mouth or below the upper
lip is permitted. Moustaches may not be started during park operation.
Sideburns may not extend past the bottom of the ear. They must be
neatly trimmed and may not flare out at the bottom i.e. mutton chops.
Employees are not permitted to wear fingernail polish or makeup,
except when used to conceal tattoos. Employees should be discreet in
their use of cologne.
Employees should maintain a natural look. Nails should be no greater
than ¼” in length beyond fingertips, and if polished, only with one solid
color, no designs, and no additional adornment. Use of extreme colors
(i.e., black, green, fluorescent, etc.) or appliqués is not permitted. Either
clear or natural color nail polishes as well as any polishes which are
complimentary to an employee’s skin color are permitted. In addition,
conservative shades of red and pink are also acceptable. Employees
should also be discreet in the use of cosmetics and perfume.
Tattoos & Body Modifications
Tattoos & Body Modifications
Visible body branding; intentional body scarring; and skin or bone implants
that modify one’s appearance, other than for medically necessary
reasons, are prohibited. Tongue splitting; earlobe expansion, otherwise
known as “gauging”; decorative dental grills and tooth filing; and any
other type of body modification that intentionally causes an unnatural or
unprofessional look or disfigurement to any visible body part is prohibited.
“Visible” is defined as any area of the body that cannot be covered up by
the regularly issued uniform for that employee’s assigned position.
Visible body branding; intentional body scarring; and skin or bone implants
that modify one’s appearance, other than for medically necessary
reasons, are prohibited. Tongue splitting; earlobe expansion, otherwise
known as “gauging”; decorative dental grills and tooth filing; and any
other type of body modification that intentionally causes an unnatural or
unprofessional look or disfigurement to any visible body part is prohibited.
“Visible” is defined as any area of the body that cannot be covered up by
the regularly issued uniform for that employee’s assigned position.
Jewelry
Jewelry
Tattoos on hands, face, neck or head are prohibited. Other tattoos that
are not covered by the uniform authorized for your assigned position
and worn as intended must be concealed with cosmetic makeup,
bandages (except where prohibited by health codes) or tat sleeves that
match your uniform or skin tone.
Tattoos on hands, face, neck or head are prohibited. Other tattoos that
are not covered by the uniform authorized for your assigned position
and worn as intended must be concealed with cosmetic makeup,
bandages (except where prohibited by health codes) or tat sleeves that
match your uniform or skin tone.
Conservative personal jewelry, such as a watch and/or one ring
per hand is acceptable, except where prohibited by health codes.
Thumb rings are not permitted. Heavy, large beaded, or long, dangling
necklaces, fabric/fiber jewelry, as well as any body piercing, including
an earring, are not in keeping with the Cedar Fair image and therefore
are not permitted. This also refers to tongue piercing, as well as any
other type of facial piercing. In addition, adhesive bandages may
not be used to cover up piercings. The wearing of personal pins not
issued by the park is also prohibited.
Conservative personal jewelry, such as a watch and/or one ring per
hand is acceptable, except where prohibited by health codes. Thumb
rings are not permitted. Heavy and/or beaded necklaces, dangling
bracelets, fabric/fiber jewelry, as well as any body piercing (with the
exception of two earrings the size of a dime per lower earlobe) are not in
keeping with the Cedar Fair image and are therefore not permitted. This
also refers to tongue piercing, as well as any other type of facial piercing.
In addition, adhesive bandages may not be used to cover up piercings.
The wearing of personal pins not issued by the park is also prohibited.
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will provide additional direction regarding the storage of your electronic
equipment while on duty.
Phone calls may only be made during break times in designated areas.
Earbuds may not be used in guest areas, while in uniform and identifiable as
an employee, on or off the clock.
Outerwear - During inclement weather, outerwear may be worn. Your
outermost garments while on duty must be issued by your park or be an
approved garment that has no logos and is substantially similar to park
issued outerwear. Exceptions must be approved by your park management.
Eyeglasses/Sunglasses - Your eyes contribute to your smile. Prescription
glasses with conservative frames are permitted. In addition, dark framed
sunglasses of a conservative style may be worn outdoors while on duty.
However, reflector/mirror-type sunglasses, those with bright or multicolored
frames with prominently-displayed brand names, or narrow, wrap around
sunglasses are prohibited. Extreme colors and styles of contact lenses are
also prohibited.
• You MUST wear a clean, neat uniform every day.
• Uniforms are to be worn as issued. Employees may not make
personal alterations to uniforms or changes in the way the
uniform is intended to be worn.
• Uniform shirts are to be buttoned and tucked in, unless your uniform
includes a jacket-type shirt.
• You may wear a solid black or white crew neck t-shirt, without logos,
that is visible at the shirt collar, but it cannot extend beyond the shirt
sleeve. Other clothing worn under your uniform (e.g., spandex shorts)
is not to be visible or stick out from under your uniform.
• All employees must wear appropriate undergarments.
• Employees must wear their full uniform under any approved outerwear
worn to protect against cold or inclement weather.
• Uniforms must be worn consistent with the style and design of the
clothing and should be of a size appropriate to the employee.
• A coordinating belt should be worn with the uniform when required.
• Pants and shorts must be worn at the employee’s natural waist;
“sagging” is not permitted.
• Certain positions require a Cedar Fair regulation hat. Employees may
not alter the shape or design of uniform hats. Personal, non-regulation
headwear may not be worn while in uniform.
• Partial uniforms are not to be worn, whether on duty or not.
• No part of your uniform, including your name tag, shall be worn while off
duty, except while going to and from work.
• Due to close contact with guests and co-workers, proper hygiene is
necessary. This includes avoiding the use of excessive or strong scents.
• Gum chewing on-duty, or any time you are in view of guests,
is not permitted.
Going To and From Work - You MUST wear your complete uniform at all
times when you are in view of guests or any time you are identifiable as a
Cedar Fair employee. This includes those times when you are on lunch or
break and when you are coming to or leaving work. Changing facilities are
available in some areas; however, it is recommended that your wear your
uniform to and from work.
Shoes -Footwear is not provided, unless otherwise specified. Shoes must
be dark in color, such as black or other very dark color. They must be in good
condition, with a closed toe and heel, and a slip resistant sole is required.
Shoes should also be plain, with no logos, stripes, or other decorations.
They should be constructed from leather, suede, or other simulated leather
material and must be cleanable and/or polishable. Shoes should not be
flashy or call undue attention because they do not coordinate with your
uniform. (No light colored athletic shoes please.).
If special socks are not issued as part of your uniform, wear dark solid
colored socks, such as black or other very dark color..
Name Tags/ID Badges - Company issued name tags should always be visible
to guests and worn on the LEFT side of the uniform or outerwear unless the
uniform dictates otherwise, in which case, department management will
determine on which side to wear the name tag. Please do not wear watches,
rings, rubber bands, decals or other items on your name tag. Your name tag
is considered part of your uniform; therefore, it is necessary that you wear it
while on duty. Name tags may be issued in various colors according to job
position and age. Make sure you wear your own name tag. Our guests like to
know who you are.
Immediately report lost or stolen name tags or IDs to Human Resources and
duplicates will be issued. Excessive losses of your name badge or ID may
result in disciplinary action.
Termination - Uniforms and other items issued to employees are considered
Company property and are on loan to you while you are employed. Failure
to properly care for your uniform or other actions on your part that results
in damage beyond ‘normal wear and tear’, including deliberate destruction,
may result in disciplinary action and you will be held financially responsible
to the extent permitted by law.
Upon termination of your employment, it is mandatory that you return all
uniform items after your shift, on your last day of work. Failure to do so may
result in a charge to you or affect your rehire status.
Non-Uniformed Employees
All employees who are not issued uniforms or costumes are expected to
dress in appropriate business attire consistent with Cedar Fair’s image of
cleanliness and conservative grooming. No clothing or shoes of extreme
style or color are permitted. Jeans, t-shirts, flip flops or similar casual
apparel are not acceptable.
Personal Grooming - All grooming and hairstyles will be subject to approval
of Human Resources to make sure they are in keeping with Cedar Fair’s
public image.
Exceptions are made to the grooming standards for theatrical and contract
talent. These employees may require special grooming, such as additional
makeup, long hair or beards, to maintain authenticity in their roles. If you
have questions about grooming and what is acceptable, please contact
your supervisor for clarification.
Personal Electronic Equipment - Personal cell phones, pagers, radios,
iPods®, MP3 players and other electronic equipment are not to be worn
unless specifically issued to you or approved by the management of your
park. This equipment must be kept in your locker or other suitable location
and may be checked during your break or meal periods. Your park or division
10
Your clothing should be selected as though you planned for any business
situation that might arise; therefore, shorts, halter tops, bare backs, bare
stomachs, and extremely short skirts are unacceptable. Jewelry and
accessories may be worn; they should complement your attire and not
be worn in excess. For women, no visible body piercing ornamentation is
permitted with the exception of earrings. Men are not permitted to wear
earrings or any other body piercing ornamentation. The policy regarding
tattoos and body modifications on the previous page also applies. If you
have questions about appropriate business attire, you should speak with
your supervisor.
Safety guidelines
Hazard Communication Standard
Chemicals In The Work Place
Your Right To Know About Chemicals In The Workplace
This section has been developed to provide each Cedar Fair
employee with important information about the use of chemicals
in the workplace. Please read it carefully. Your safety, the safety of
your fellow employees and the safety of our guests is of the utmost
importance to the management of Cedar Fair.
There are over 500,000 chemicals in the work place, and
many more are introduced each year. Chemicals enhance
our lives and are an essential part of our life-styles. Most
chemicals do not present any danger if used properly. If you
understand how a chemical substance can affect your health, if you
use it correctly and take the appropriate precautions, you will be able
to protect your health while using chemicals in the work place.
What is the Hazard Communication Standard?
The Occupational Health and Safety Administration’s Hazard
Communication Standard was established by the federal government
on November 15, 1983. The purpose of this standard is to ensure
that all chemicals are evaluated by the manufacturer for real and
potential hazards and that the information concerning these hazards
is communicated to all employees who might be exposed to any
hazardous material in their workplace.
Chemicals - How Do They Affect The Human Body?
THERE ARE THREE WAYS THAT CHEMICALS CAN ENTER
THE HUMAN BODY:
1.
Inhalation: The most common way that a chemical substance
can enter the body is by inhaling or breathing in a chemical that is
mixed with the air that you breathe. The lungs easily absorb these
chemicals and from the lungs the chemical passes into the blood
stream just as the air that we breathe does. To protect yourself
from inhaling hazardous substances you should observe cautions
to keep the work area well ventilated and use respiratory
protection equipment, if required.
2.
Ingestion: Another way that chemicals enter the body is through
the mouth and digestive tract. Ingestion of a chemical substance
is usually accidental. To prevent accidental ingestion be sure
to wash your hands thoroughly after using chemicals, and
especially before eating or smoking.
3.
Absorption: The third way that chemicals enter the body is
through the skin. The skin usually protects us from foreign
substances - but some chemicals easily pass through the skin’s
protective barrier, or cause damage to the skin itself. To protect
yourself from accidental absorption of a chemical use gloves
and other protective clothing.
THE STANDARD REQUIRES THAT:
• The employer maintain a comprehensive inventory of all
hazardous materials in the workplace.
• Material Safety Data Sheets (MSDS) for all chemicals in the
workplace be accessible to any employee who may come in
contact with a particular chemical.
• All containers be labeled, or marked with the identity of its
chemical contents, and appropriate information about the
potential hazards of the product.
• The employer develops a written program which
describes how they are complying with The Hazard
Communication Standard.
• Employees be advised about The Hazard Communication
Standard, and how to locate and utilize the MSDS’s for chemicals
in their work location.
• Employees be advised of the hazards of the chemicals used
in their work location, and be trained in the use of protective
measures and equipment for handling these chemicals.
Types Of Chemical Substances
Chemical substances come in several different forms and can have
different effects on your body. Some chemicals cause “acute”
problems - those problems that you feel right away such as breathing
problems and rashes. Other chemicals cause “chronic” problems
where the effect of exposure may not be evident for months or even
years. An example of chronic effects is the respiratory problems
caused by smoking.
What are Material Safety
Data Sheets?
The Material Safety Data Sheet (MSDS) is an information form
completed by the manufacturer of a chemical product.
SOME FORMS OF CHEMICALS THAT YOU ARE LIKELY TO COME
IN CONTACT WITH ARE:
Fumes, Mists, And Dusts - All of these substances are carried
in the air and are inhaled. They will therefore cause breathing
problems and may also cause burning and stinging of the nose,
throat and eyes. Adequate ventilation and proper protective
equipment will limit your exposure to these substances.
THE MSDS INCLUDES:
• The manufacturer’s name and address.
• Chemical and trade (common) name of the product.
• Hazardous ingredients of the product.
• Physical properties of the product.
• Effects of overexposure.
• Special handling precautions.
• Emergency actions to take in case of
accidental exposure or spills.
Solvents - These products are used in several work locations
and are used to dissolve other substances. Common examples
are degreasers and paint thinners. These products commonly
affect the skin, causing drying and cracking. The fumes or vapors
from these products may also cause breathing problems. Wear
gloves and work in well ventilated areas when using solvents.
MSDS’s for the products that you will be
working with will be placed in a location that
is convenient to your work area and will be
available for you to review. Take the opportunity
to become familiar with these sheets and direct
any questions to your supervisor.
Acids And Caustic Substances - These products damage organic
tissue and cause chemical burns to the skin. They will also burn
the eyes if accidentally splashed into the face or if you touch your
eyes while using them. Examples are drain cleaners and oven
cleaners. To protect yourself, wear gloves and other protective
clothing and goggles.
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Emergency Preparedness
If your work requires that you use any of these substances you will
be instructed by your supervisor in proper handling techniques and
use of protective equipment.
Emergency situations such as an earthquake, a tornado, a flood,
power failures, or a fire can occur at any time. It is important that
each employee understands their role in an emergency situation,
and is ready to respond quickly and efficiently in any crisis. For
this reason, all Cedar Fair parks have developed an Emergency
Response Plan (ERP); it is a detailed plan that focuses on emergency
preparedness. A copy of this plan is available for your review in your
supervisor’s office. By planning ahead and knowing what to do before
an emergency happens, you can reduce the associated risks and
possibly save lives.
TIPS FOR THE SAFE USE OF CHEMICALS IN YOUR WORK PLACE:
• Always wash your hands thoroughly after using chemicals and
especially before going on breaks and to lunch.
• Keep all containers labeled. Never use a product if you are not
sure what it is. If it isn’t labeled, check with your supervisor
concerning the proper procedure for disposal.
• When using chemicals, never mix them without specific
instructions - improper mixing can cause the products to react
and form new, more hazardous substances.
• Always use products as they are meant to be used. If the
instructions say to dilute the products, do so! It is not true that if a
little is good - a lot is better. Some products should never be used
full strength. Always read the label for instructions and consult
the MSDS for further information.
• Always use the protective equipment that is required and
provided. Follow the training you receive and consult your
supervisor if you have any questions or concerns.
• If a spill occurs or if you or a co-worker is exposed improperly
to a chemical substance in your work area, contact your
supervisor immediately and report exposure and/or health
problems to First-Aid.
• When storing chemicals, make sure covers are in place and
secure and keep storage areas neat and organized. Don’t pile
containers together haphazardly.
TIPS TO HELP YOU IN CASE OF AN EMERGENCY:
• Emergency Exit Routes-Emergency evacuation routes and plans
are posted in facilities at your park. Familiarize yourself with these
routes in your work locations.
• Assembly Area Locations- In the event of an emergency,
report to your supervisor or shift leader and follow their
instructions, assisting with evacuating and securing your
facility. Once your facility is evacuated and secured, proceed
directly to your designated assembly area. Assembly areas are
pre-designated areas where employees are to report in the
event of an emergency.
Please contact your supervisor if you have any questions regarding
the Emergency Response Plan.
Fire Equipment
Hand held fire extinguishers are located throughout the park, in
all buildings and attractions. Familiarize yourself with their locations
in relation to your workstation. Your supervisor will arrange for
your training in the use of fire extinguishers, as needed. When a
fire extinguisher is used or removed from its location, notify your
supervisor so it can be refilled or replaced. Under no circumstances
are fire extinguishers to be abused, removed from their holders or
used for any purpose other than putting out a fire. In addition to fire
extinguishers, Cedar Fair buildings and attractions may be equipped
with fire suppression systems, heat detectors or smoke detectors.
These systems will discharge or sound an alarm in the event of a fire.
If this occurs, notify Safety/Security.
The information in this section is to advise you of the “Hazard
Communication Standard” and the use of chemicals in the work place.
The use of chemicals and protective equipment, if any, in your specific
work location will be covered by your supervisor. Do not attempt to use
these substances until you receive such training. Your supervisor will
also know the location of the Material Safety Data Sheets (MSDS) for
chemicals used in your area. If you have any questions or concerns, or
if you need further clarification of this information, please contact your
Safety Department.
Bloodborne Pathogens
The HIV and Hepatitis B viruses, along with other bloodborne
pathogens, are transmitted through exposure to blood. You may not
realize that a simple cut or serious bleeding injury may potentially
expose you to these viruses. Even the helpful act of cleaning up
following a guest injury or employee accident may have the risk
of exposing you to disease. Federal OSHA requires that employees
exposed to these materials have specific training in the handling,
clean-up and disposal of contaminated materials, prior to handling
or cleaning up after an incident.
General Safety Guidelines
1.Ask Questions - If you are not sure how to do a job safely,
ask your supervisor.
2.
Clean-Up - Keep your work area and aisles clean and clear
at all times. If you spill something, wipe it up. If you drop
something, pick it up.
3.
Chemicals - When cleaning up or using any chemical in the
workplace, always follow the instructions as presented in the
company’s “Right to Know” program.
4.
Coughs and Sneezes - Cover all coughs and sneezes.
5.
Cuts and Burns - Have cuts and burns treated promptly to prevent
infection and complications.
6.
Defective Equipment - Report any defective equipment to
your supervisor immediately so that properly trained personnel
can repair it.
7.
Drive Slowly - Always drive slowly in congested areas.
Obey posted speed limits and other traffic laws at all times.
Wear seatbelts.
8.
Electrical Equipment - Always unplug any electrical equipment
before cleaning it.
Procedures have been written and implemented to handle the
clean-up and disposal of blood. In the event that blood is spilled, please
contact your supervisor. Select employees have been trained and have
equipment to clean-up blood spills. Remain in the area to barricade/
prevent guest and employee contact with blood.
Vomit clean-up is not regulated under this procedure unless there
is visible blood. If blood is present, follow the steps above and do
not attempt to clean-up. Otherwise, follow your department’s
clean-up procedures.
As a reminder, no untrained employee should touch spilled blood or
bloody material following an injury or accident. Should you have any
questions about clean-up procedures or what to do in the event of a
minor or serious injury, please contact your supervisor.
12
Proper Lifting Procedures
9.
Exits - Know where they are located in your dorm, apartment
and work area.
10.Fire Extinguishers - Know where they are, use only if trained
in their use.
11.Fire Hazards - Report potential fire hazards to your
supervisor immediately.
12.Footwear - Wear proper footwear in all areas.
13.Glass - Sweep up broken glass. Never pick it up with your hands.
14.Ladders or Approved Step Stools - Always follow safety
procedures and use ladders or approved step stools to obtain
items out of reach. Only use a ladder if you have gone through
Ladder Safety Training.
15.Lifting - Learn and apply proper lifting techniques.
16.Never Run - Walk, never run, and watch where you are going.
17.Non-guest Areas/Parking Lots - These are high vehicle traffic
areas. Use caution when entering, keeping your eyes and ears
open, including keeping at least one ear unobstructed if using
earphones or headphones while off-duty.
18.Operating Procedures - Know proper and safe operating
procedures for your job before you begin.
19.Restrictions - Know all restrictions that apply to your job location
and enforce them fairly, firmly and tactfully.
20.Sharp Tools - Always concentrate on the job you are doing when
using sharp tools. Wear cutting gloves.
21.Storage - Store equipment in its proper place.
22.Unpacking Boxes - Watch for nails and fasteners when
unpacking boxes, crates, etc. Use proper tools and be careful.
Lifting objects is a regular part of many jobs here at Cedar Fair. Get
help when picking up objects that weigh over 50 lbs, or are beyond
your physical capabilities. To protect yourself from injury, follow these
simple rules.
• Size up the load. Consider the weight and
your physical ability.
• Place your feet close to the load.
• Squat down, bending your knees and keeping
your back straight.
• Stand up slowly, using your leg muscles.
• Avoid twisting your back while lifting.
• Turn your body with changes in your foot position.
• Set the load down by bending your knees and using
your leg muscles.
Beat the Heat Reminder
In conjunction with regulation OSHA Title 8, Section 3395, we want to
ensure all our employees know how to recognize and address heat
related illnesses.
To keep internal body temperatures within safe limits, the body sheds
excess heat through increased blood circulation and the release of
fluid onto the skin by the sweat glands. Evaporation of sweat cools
the skin, eliminating large quantities of heat from the body.
Personal Protective Equipment
As part of our continuing commitment to keeping the workplace safe
for you, Cedar Fair has a variety of protective equipment available for
your use. This equipment includes safety goggles, hearing protection,
back belts, boots, aprons, respirators, and various types of protective
gloves. You will be issued any safety equipment that is required to
perform your job. If you have any questions regarding the availability
or use of safety equipment, please contact your supervisor.
HEAT-RELATED HEALTH PROBLEMS YOU NEED TO BE AWARE OF:
Sunburn - We’re all familiar with sunburn and know it can be mild
and irritating or very debilitating. Remember to limit your exposure
to the sun to very short periods of time and always use appropriate
sunscreens. Also, don’t forget to wear a hat or use sunscreen on
warm and overcast days because you can burn then, too.
Heat stroke - is the most serious heat-related health problem. It
occurs when the body’s temperature regulatory system fails and
sweating becomes inadequate. A heat stroke victim’s skin is hot,
usually dry, red or spotted. Body temperature is usually 105 degrees
Fahrenheit or higher, and the victim is mentally confused, delirious,
perhaps in convulsions, or unconscious. Unless the victim receives
quick and appropriate treatment, death can occur. Any person with
signs or symptoms of heat stroke requires immediate hospitalization.
Drinking Water
During a day’s work in the heat, a person may produce as much as
2 to 3 gallons of sweat. It is important that water intake during the
workday be about equal to the amount of sweat produced. Don’t
depend on thirst to signal when and how much to drink. Instead,
drink 5 to 7 ounces of fluids every 15 to 20 minutes to replenish the
necessary fluids in the body. Avoid carbonated beverages, as they will
make you thirstier, and caffeinated beverages tend to dehydrate you.
Heat exhaustion - is caused by the loss of large amounts of body
fluid by sweating, sometimes with excessive loss of salt. A person
suffering from heat exhaustion still sweats but experiences extreme
weakness or fatigue, giddiness, nausea, or headache. In more
serious cases, the victim may vomit or lose consciousness. The
skin is clammy and moist, the complexion is pale or flushed, and the
body temperature is normal or only slightly elevated.
Sunscreen
Always use an appropriate sunscreen when working outdoors.
Hats and sunglasses that meet Cedar Fair’s grooming standards
are also recommended.
First Aid
Any and all injuries must be reported to First Aid immediately. If a
Guest or Associate needs assistance with a minor injury/illness,
follow this procedure:
Heat cramps - are painful spasms of the muscles that occur among
those who sweat profusely in heat, drink large quantities of water,
but do not adequately replace the body’s salt loss. Drinking large
quantities of water tends to dilute the body’s fluids, while the body
continues to lose salt. Be sure to continue eating meals on a regular
basis during hot weather. Keep your meals light and healthy.
• Direct the Guest/Associate to the closest First Aid Station. If
possible, take them there personally, but only after receiving
your Supervisor’s permission.
• Do not administer first aid to the person.
• Notify your Supervisor immediately whenever an injury/
illness occurs.
• Never allow a seriously injured person to be moved except by
First Aid personnel. If injury is serious, or Guest requests, call
First Aid to injured guest’s location.
• Stay with the injured or ill
person and make them as comfortable as possible until
help arrives. We have carefully trained and assigned First Aid
and Security Personnel to render first aid where needed. If you
are not one of these persons, please do not try to render first aid
to anyone who may be ill or injured.
• Under no circumstances do you make any statements regarding
the cause or nature of the accident or discuss the incident
with ANYONE, including the individual involved, Guests, or
Associates without approval from your department manager or
Safety Management. All questions should be directed to your
team leader, supervisor, or manager.
• Remember that our Guests do not always think about their
own safety.
• Remain calm at all times.
If you become ill and need to go to First Aid, you must get approval
from your team leader, supervisor or manager before leaving your
location. Your team leader, Supervisor or manager will notify First
Aid of your anticipated arrival. First Aid will notify your team leader
or manager of the extent of care. You must contact or return to your
work location IMMEDIATELY after being released by First Aid.
Fainting - may occur to a person not accustomed to hot environments
and who stands erect and immobile in the heat. With enlarged blood
vessels in the skin and in the lower part of the body due to the body’s
attempts to control internal temperature, blood may pool here rather
than return to the heart to be pumped to the brain. Moving around
prevents blood from pooling and prevents fainting.
Acclimatization - means temporary adaptation of the body to work
in the heat that occurs gradually when a person is exposed to it.
Acclimatization peaks in most people with four to 14 days of regular
work for a least two hours per day in the heat. This means that in
approximately two weeks or less, your body will become used to
working in the heat.
Shaded Areas are available to all employees during meal and
rest periods. Shaded area is a blockage of direct sunlight which
allows the body to cool. Shade is not sufficient to cool your body
when heat in the area of shade defeats the purpose of shade. For
example, if the shaded area is warmer than the other area (i.e.,
inside a car). Please be sure to move to a cool, shaded area during
breaks and meal periods.
• If you experience any of the above symptoms, due to heat at
any time, contact your shift leader or supervisor immediately.
• If your symptoms are severe, you should follow your Park’s
procedures to contact the First Aid or Safety Department so
medical aid can be sent to your location.
Preventative Recovery Period
Employees suffering from heat illness or who believe a preventative
recovery period is needed, shall be provided access to an area with
shade that is either open to the air or provided with ventilation or
cooling for a period of no less than 5 minutes. If you feel you
require a preventative recovery period, please contact your
supervisor immediately.
Work Related Injury/Illness
Any injury on the job must be reported IMMEDIATELY to your
Supervisor, or Manager and First Aid. If First Aid is closed at the time
of the injury, report the injury to Security and then report the injury
to First Aid the next business day. Reporting all injuries to First Aid is
Company policy. The following guidelines apply to any and all injuries
occurring on the job:
Smart Safety Rules
• Don’t wear dark, tight-fitting clothes
• Don’t eat heavy meals before working in the heat
• Cover as much of your body as possible
• Keep drinking water close by during the entire work day
• Avoid drinks with caffeine, including power drinks.
Drink water instead.
• Know and react to symptoms of heat-related health problems
13
• All injuries will be documented.
• An Associate requiring medical attention beyond the scope of
First Aid will be referred to a physician or facility for care.
14
• If a “Return to Work” is with restrictions, the Department
Manager and First Aid will determine what position is available
for the employee based on the restrictions and positions
available. A clearance form written by the doctor is needed as
well as a release from restrictive duty.
Workplace Security
Cedar Fair is firmly committed to providing a workplace that is free
from acts of violence or threats of violence. For this reason, all
employees are strictly prohibited from threatening or committing any
act of violence in the workplace, while on duty, while on company
property, while on company-related business, while operating any
vehicle or equipment owned or leased by the company, or from making
threatening statements to or about Cedar Fair, its customers, suppliers,
competitors, or employees, in person, by phone, electronically, on-line,
or in any public forum.
appropriate corrective action. If it is determined that a threat of
violence was made or actual violence has occurred, disciplinary
action will be imposed, up to, and possibly including, termination.
Upon request, you must surrender your ID to Security or member of
management. Allowing others to use your ID is against company policy
and is grounds for disciplinary action up to and including termination.
Associate Parking
Arriving/Leaving Work
Parking is provided for all Associates in the Seasonal Associate lot.
Associates and guests of Associates are prohibited from loitering
in any of the parking areas. The Park expressly reserves the right
to take any action it deems necessary to correct any parking that
represents a threat to the safety and security of its associates and
Guests. Cars parked in unauthorized area, in no parking zones,
blocking another car or otherwise impeding traffic, are subject to
being towed at the owner’s expense. Our Security staff is happy to
provide an escort to anyone to their vehicle.
All associates must enter and exit the Park via the associate
entrance. Associates are subject to metal detection and bag checks
when entering Park property. You MUST have your Identification
Card (ID) to enter and exit. If you do not have your ID, you must be
cleared by your department.
Parking Lot Security Tips
Report any incident involving a threat of violence or act of
violence immediately to your supervisor or a member of Cedar
Fair management staff, who will investigate the matter and take
• Associates should park their vehicle evenly in marked spaces.
• Vehicles cannot be left unattended in a No-Parking zone, nondesignated Parking area, or in violation of handicap restrictions
for any reason.
• Obey all posted signage including speed limit signs.
• Associates are expected to operate their vehicles in a safe
manner, obeying all traffic rules and regulations.
• Any vehicle determined by management to be a public safety
risk or to be parked in such a manner as to impede normal traffic
flow or parking methods, is subject to tow.
• Any associate found in violation of proper parking or vehicle
operation methods is subject to disciplinary action, up to and
including termination, issuance of a citation, and the payment of
towing costs.
• Company vehicles are not permitted in the associate lot without
clearance being granted by a security officer.
• Lock all doors, close all windows and place any valuables and
packages securely in your trunk. It is recommended that any
valuable or packages not be brought to the park.
• Know your vehicle’s license number.
• Notify Security immediately if you notice any suspicious or
unusual behavior.
Inspection of Property
The company reserves the right to inspect all vehicles, packages,
bags, backpacks, briefcases, purses, tool boxes, equipment or other
containers entering or being taken from the premises. All items
purchased from Associate Services or other merchandise locations
must be accompanied by the proper authorization form and receipt
and are subject to inspection at any time.
Backstage Policy/Associate ID’s
Each employee must have/wear their ID on their person at all times
when in areas considered “backstage”. Backstage areas are defined
as associate entry points, offices, employee parking and the inner
service sections or other areas deemed “unauthorized” to the
general public. Should your ID become lost or stolen, immediately
report this occurrence to Human Resources in order that your ID can
be deactivated and replaced.
Star Tower
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Theft Prevention/Crime Stoppers
Theft prevention is everyone’s job. We all work very hard at our
cornerstones. We expect to receive quality service and a good
value for our money. When theft or losses occur, the value we
expect is affected.
By providing a level of service that is more than expected, we can
discourage shoplifting as well as associate theft. We utilize plain
clothes Security Officers and electronic systems to combat these
types of theft. If you suspect a guest may be a shoplifter, you or a
fellow associate should call Security immediately and then PROVIDE
SERVICE. Never attempt to apprehend a suspected shoplifter. Only
specially trained security personnel may apprehend shoplifters.
Before a suspected shoplifter is apprehended, security MUST have
seen the person steal.
Weapons
Knives, mace, pepper spray, firearms, or inappropriate tools/
instruments (which could be categorized and/or used as weapons)
are not allowed on Park premises and will be confiscated by Security.
Possession of these items by any park associate may trigger
disciplinary and/or legal action against the associate who possesses
them. Safety/Security, First-Aid, Maintenance and Entertainment
associates are permitted to have either in their possession or on their
person, tools approved for their specific job functions.
The Company has measures in place such as audits, visible and
hidden cameras, software programs to monitor cash registers,
mystery shoppers, a confidential Theft Hotline, and other measures
to deter, detect, and catch dishonest associates. We urge you to
report theft to your supervisor, manager, and/or the Confidential
Theft Hotline. We take associate theft so seriously that even having
knowledge of theft without reporting it can cost you your job. The
Company aggressively seeks to collect restitution from those who
have stolen from us.
Lost and Found
Occasionally, guests may lose personal items while they are in our
Park. While not all items may be of significant monetary value, many
items have great sentimental value and should be treated with care.
Regardless of the item lost, it is important that we all assist in the
process of reuniting guest with their personal belongings. With
that goal in mind, all found items should be taken to Information.
Information is located next to the Great America Theater across
from Maggie’s.
Please review the Associate Policies section of this handbook if you
have any questions about what the Company considers theft. The
primary goals of any theft investigation by the Security Department
are to build a case for prosecution and to recover stolen money and
merchandise. To report a theft, call the Confidential Theft Hotline:
408-988-1776 ext. 2255.
How soon found items are taken to Information depends on what is
found. Items of importance such as medication, prescription glasses,
or valuables such as cameras, cell phones, wallets, or purses should
be handled immediately. When these types of items are found,
contact your supervisor immediately. Do not open the item. Never
go through a found item yourself. If your supervisor is not available,
contact Security and notify them of the item you found. Security
will pick up the item as soon as they are able. In the rare case that
you find an item of value while walking through the park, you should
immediately take the found item to Information. Do not take the item
with you on your break or give the item to another employee to turn in.
Lost Child
Never release high value items directly to a guest. If a guest comes
back to retrieve their item, please make sure that Security is present
to go through the item with the guest. They will verify the contents
with the guest and release the item.
All park associates shall strive to calm the fears of the lost child’s
family and reassure them that we are making every effort possible to
help locate their child.
It is the policy of the Company to treat each lost child case seriously.
Our objective is to reunite the parent and child as safely and
efficiently as possible. All levels of park associates will work in
collaboration toward this end.
When a park guest notifies a park associate that they have become
separated from their child, it is important that the associate react in a
positive manner and show genuine concern for the child’s well being.
A lost child can be a stressful and traumatic experience for the guest
who will be concerned for the child’s safety.
If appropriate, a security officer will be assigned to stay with the
parent until the situation has been resolved. The parent(s) should
be informed as to the action steps and progress of the search. The
distressed guest’s attitude may dictate a higher priority code than
otherwise might be used under the circumstances.
When routine items are found such as hats, sun glasses, jackets,
etc., you should keep the item at your work location for about an
hour, in case the guest comes back to retrieve the item. If the guest
does not come back in this time, contact your supervisor or Security.
They will take the item to Information as soon as they are able. If the
guest does come back to retrieve this type of item, please be sure
they properly describe the item to you before you release the item.
Should you come in contact with a lost child or parent of a lost child,
contact Security immediately.
No found items should ever stay in your work location overnight.
Failure to follow these guidelines can result in disciplinary action up
to and including termination.
16
employee conduct
Employment Policy
All Cedar Fair employees are “at will” employees and are not hired for any
specific term. We believe that this gives you and us important flexibility.
Cedar Fair hopes that your employment relationship with Cedar Fair will
be satisfying and rewarding in all respects to both you and Cedar Fair. At
the same time, Cedar Fair recognizes that this relationship is not always
mutually satisfactory. It should be remembered that employment with
Cedar Fair is at the mutual consent of the employee and the employer and
is not for a specified period of time. Consequently, either the employee
or the employer can terminate the relationship at will, at any time, with or
without cause, and with or without advanced notice. No implied contract
concerning any employment-related decision or term or condition of
employment can be established by any other statement, conduct, policy
or practice unless agreed to in writing. Only Cedar Fair’s President and
Chief Executive Officer or the President and CEO’s designee has the
authority or legal ability to enter into a contract agreement of employment
or agreement of condition of employment for any specified period of
time. Any such agreement must be in writing and signed by Cedar Fair’s
President and Chief Executive Officer or the President and CEO’s designee.
Employee Conduct
In order to provide you with some guidelines concerning unacceptable
behavior, listed below are examples of the types of conduct not
permitted at Cedar Fair. Employees who engage in unacceptable
behavior or whose performance is unsatisfactory, as determined by the
Company, are subject to disciplinary action. Employees are expected
to keep interactions with guests and other employees professional and
appropriate for the workplace at all times.
A brief explanation of Cedar Fair’s progressive discipline policy
immediately follows these rules of conduct. It should be noted, however,
that it is impossible to provide a complete and exhaustive list of the types
of conduct that are impermissible. The following list is merely intended
to provide illustrative examples, and Cedar Fair reserves the right to
terminate or discharge employees “at will” as explained previously.
EMPLOYEE RULES OF CONDUCT ARE AS FOLLOWS AND PROHIBIT:
1.Violating the Company’s Harassment Policy.
2.Falsification of Company records.
3.Unauthorized possession or use of firearms, explosives,
or weapons on Company premises.
4.Disregard of Company safety practices or procedures, which may
compromise employee or guest safety, or result in damage or loss
to Company property.
5.Dishonesty in any form.
6.Theft or mishandling of funds or property of the Company, a guest,
other employees or vendors of the Company.
7.Misuse of internal or external communication via Company
telephones, computers, voice mail, facsimile, electronic mail or
internet for personal financial gain, in violation of Company policy
or for immoral, unlawful or unethical reasons.
8.Misuse, removal or disclosure of confidential or proprietary
information from the premises, including but not limited to, park
attendance, expansion plans, ride status, revenue figures and
employee information without proper management authorization,
including initiating or conducting any unauthorized media contact.
9.Abuse, misuse or destruction of Company property, tools, equipment,
or the property of guests, clients, employees or vendors.
10.Violating the Company Drug and Alcohol Abuse policy which
17
includes, possessing, bringing, consuming, or being under
the influence of intoxicants, or controlled substances on
Company property or premises. This also includes prescription
drugs prescribed by a medical practitioner that may impair an
employee’s ability to perform work.
11.Immoral, indecent or disorderly conduct on or off the premises
when the employee can be readily identified as being associated
with Cedar Fair or one of its business operations.
12.Maintaining any business, financial or secondary employment
relationship that compromises confidentiality of Company
information or poses an actual or potential conflict of interest.
13.Refusing to cooperate with or falsifying statements to management
personnel including Security Department personnel.
14.Insubordinate conduct, including refusal and failure
to do assigned jobs or tasks.
15.Gambling or conducting a lottery on Company premises.
16.Negligent or careless performance of duties.
17.Committing a felony or misdemeanor while on Company property
or during business activity.
18.Failure to comply with Company guest service and Cornerstone
standards, including being discourteous toward guests, vendors
or other employees.
19.Failure to report an error or an attempt to conceal a mistake.
20.Sleeping or giving the appearance of sleeping, during scheduled
work hours.
21.The making or publishing of knowingly false, unlawful,
defamatory, abusive, obscene, vicious, or malicious statements
concerning any employee, the Company, clients or guests.
22.Clocking in or out for another employee.
23.Eating, drinking, smoking, or chewing gum while at your work
station when in uniform or other identifying attire when you are
visible to guests.
24.Unsatisfactory or inferior job performance.
25.Violation of company Solicitation/Distribution policy.
26.Posting, defacing, or removing Company notices, signs, or writing
in any form on bulletin boards or Company Property without specific
authorization of Company management personnel.
27.Failure without good cause to perform overtime work.
28.Excessive absenteeism, tardiness, or not complying with
scheduled hours, as set forth in the Company’s Absenteeism,
Tardiness and Early Departure policy.
29.Failure to comply with Company time-keeping policies, including
rest and meal period policies.
30.Leaving the assigned work area of the facility during employee’s
scheduled working hours without the permission of a supervisor.
31.Failure to comply with official posted notices
(i.e., No parking, No smoking, etc.).
32. Failure to comply with approved appearance standards.
33.Failure to comply with department, division and Company
operating procedures and policies.
34.Personal use or removal of Company machinery, tools,
equipment, telephones or the commitment of Company resources
without proper management authorization.
35.Fighting, using profanity, intimidating or threatening an employee
or guest or any action in violation of the Company’s Workplace
Security policy.
Sexual Harassment
Cedar Fair is also committed to providing a work place free of sexual
harassment. Sexual harassment is defined as unwelcome sexual
conduct of any nature that creates an offensive or hostile working
environment or unwelcome sexual conduct that is made a condition of
working at the company.
Progressive Discipline
At Cedar Fair, we utilize a progressive discipline system. This system
is used for managing employee performance concerns and achieving
improved performance through the use of increasingly serious
contacts between employee and supervisor. Disciplinary action
includes, but is not limited to various levels of verbal counseling,
written warnings, demotion, transfer, suspension and discharge. Each
aspect of your job reflects on your performance.
PROHIBITED SEXUAL HARASSMENT INCLUDES UNWELCOME
SEXUAL CONDUCT SUCH AS:
• Verbal harassment
(e.g. sexual requests, comments, jokes, slurs)
• Physical harassment
(e.g. physical contact, unwelcome sexual advances)
• Visual harassment
(e.g. posters, cartoons, or drawings of a sexual nature)
• Harassment Through Electronic Communications
(e.g. circulating, displaying, downloading, viewing, or disseminating
obscene, inappropriate, offensive, degrading, sexually suggestive,
or explicit materials electronically through messages or posts on
the internet, text messages, emails, blogs, micro-blogs, and social
media, or otherwise)
Discipline may be initiated for a variety of reasons including, but
not limited to, violations of Cedar Fair’s Employee Conduct Policy,
insubordination and/or poor job performance.
The Company may exercise its discretion to utilize forms of discipline
that are less severe than termination. The Company may deem it
appropriate to skip and/or repeat steps, depending on individual
circumstances. The severity of the action taken will generally depend
on the nature, frequency, and severity of the offense(s) and the
employee’s performance record.
It should be remembered that employment is for an unspecified term
and is at the mutual consent of the employee and the Company. Use
of the progressive discipline system does not alter your “at will”
employment status. Nor does it imply a contract for employment nor
any term or condition of employment.
While the legal standards and consequences of sexual harassment are
still evolving, Cedar Fair’s policy has been and remains clear and more
all encompassing than the law’s requirements. This is because Cedar
Fair’s policy rests on the fundamental precept that each employee must
treat all others with respect, dignity and professionalism. Deviation
from that standard will not be tolerated. Whether or not the offending
employee meant to give offense, or believed his or her comments or
conduct were welcomed, is not significant. Rather, Cedar Fair’s policy
is violated when guests and/or other employees, whether recipients
or mere observers, could reasonably be offended by comments or
conduct which are sexual in nature.
Investigative Suspension
Violation of Company policy may result in immediate termination
or suspension of the employee, without pay, pending an investigation
or review of the circumstances surrounding the violation.
Harassment Policy
Cedar Fair strives to provide a work environment where all employees
can work together comfortably and productively, free from harassment.
Cedar Fair prohibits the harassment of any of its employees and guests,
regardless of whether that harassment is targeted specifically to the
person, based on an individual’s age, race, religion, sex, color, creed,
ancestry, citizenship status, national origin, military status, veteran
status, gender identity or expression, sexual orientation, marital
status, pregnancy, genetic information or condition, physical or mental
disability, or other protected characteristic.
Our work place is not limited to Cedar Fair’s facilities, but anywhere
a business-related function is taking place.
Race and Color Harassment
It is impossible to list all behaviors that could constitute harassment on
the basis of race or color. Employees can be victims of harassment by
members of the same or a different race.
PROHIBITED BEHAVIORS THAT MAY CONSTITUTE RACE OR
COLOR HARASSMENT INCLUDE, BUT ARE NOT LIMITED TO:
• Verbal abuse, offensive gestures, comments, jokes or comments
about a person’s skin color.
• Use of a racially derogatory or threatening term (such as the “n”
word), gesture (such as slanting eyes) or symbol (such as a noose
or a burning cross).
• A favorable reference to the Ku Klux Klan.
• Statements reflecting racial stereotyping or bias, including
a racial comparison to an animal.
• Depriving an employee of an employment opportunity by
limiting, segregating or classifying the employee on the basis
of race or color.
• Circulating, displaying, downloading, viewing or disseminating
material which is offensive or degrading to, or ridicules people
of a certain race or color, regardless of whether it is directed at
specific individuals electronically or through messages or posts
on the internet, text messages, emails, blogs, micro-blogs, social
media, or otherwise.
• Retaliation against an employee for truthfully complaining about
or reporting prohibited behaviors. Complaint Procedure
Prohibited harassment may include, but is not limited to, epithets,
slurs, derogatory comments or jokes, intimidation, negative
stereotyping, threats, assaults or any physical interference with
the employee’s normal work or movement, directed at an individual
employee, their relatives, friends, or associates. Harassment may also
include messages or posts on the internet, text messages, emails,
blogs, micro-blogs, social media, written or graphic material placed
on walls, bulletin boards or elsewhere on the company’s premises
or circulated in the work place that denigrates, or shows hostility or
aversion towards an individual or group because of the characteristics
identified above.
Whether or not the offending employee meant to give offense, or
believed his or her comments or conduct were welcomed, is not
significant. Rather, Cedar Fair’s policy is violated when guests and/
or other employees, whether recipients or mere observers, could
reasonably be offended by conduct or comments which are based
on age, race, religion, sex, color, creed, ancestry, citizenship status,
national origin, military status, veteran status, gender identity or
expression, sexual orientation, marital status, pregnancy, genetic
information or condition, physical or mental disability, or other
characteristic protected by law.
18
Although temptations could exist for employees working around cash,
food, merchandise, park tickets, equipment, proprietary information
and the personal property of others-we must commit each other
and ourselves to honesty and integrity. You will recognize that many
security precautions have been taken to reduce temptation and
discourage dishonesty. You are responsible for your own conduct.
The Company will not hesitate to consider termination and/or legal
action against any member of the organization who takes any product,
money, park tickets, or property belonging to the Company or its
employees, guests or suppliers. This includes, but is not limited to,
making false reports, statements, or claims.
If an employee believes he or she has been harassed by any
company employee, guest, vendor, or other business contact, the
employee should review the perceived harassment with the offender.
If the employee is uncomfortable in doing so, the employee should
immediately report the incident to his or her full-time supervisor. If the
immediate full-time supervisor is involved in the reported conduct or,
for some reason the employee feels uncomfortable about making a
report to that supervisor, the employee should report directly to
Human Resources or Security.
Any supervisor who sees or hears about conduct that may constitute
harassment under this policy should immediately contact Human
Resources, Divisional Management, or Security.
Any observed dishonest act, regardless of perceived insignificance,
should be immediately reported to your Supervisor or Manager.
Examples of dishonest acts may include, but are not limited to the
following: accepting, taking or giving out food, merchandise, game
prizes or other items without receiving proper payment; admitting
anyone into the park without proper admission; misuse of employee
ID card; misuse or resale of employee complimentary tickets; and
theft of cash or Company property. Even the slightest violation can
damage the credibility and trust needed to make our team successful.
Cedar Fair will neither retaliate, nor will it tolerate retaliation, against
employees who complain in good faith about harassment in the work
place or participate in an investigation of alleged harassment. Cedar
Fair will investigate any such report and will take whatever corrective
action is deemed necessary, including disciplining or discharging any
individual who is believed to have violated these prohibitions against
harassment or retaliation.
All employees and supervisors have a duty to cooperate in Cedar Fair’s
investigation of alleged harassment. Failing to cooperate or deliberately
providing false or incomplete information during the investigation shall
be grounds for disciplinary action, including termination.
Employees must immediately inform Human Resources of any
convictions associated with physical violence, dishonesty, or a crime
against a child. All such reports will be addressed as confidentially as
possible and on a case-by-case basis.
Non-Fraternization
Drug and Alcohol Abuse Policy
The Company desires to avoid misunderstandings, complaints of
favoritism, possible claims of sexual harassment and the employee
morale and dissension problems that can potentially result from
personal or social relationships involving supervisory staff and
subordinate employees. Therefore, managers and supervisors are
prohibited from fraternizing, dating or becoming romantically involved
with any subordinate reporting directly or indirectly to them.
The abuse of drugs and alcohol is a concern for all persons
employed by Cedar Fair (the “Company”) as such substance
abuse is detrimental to the Company and is potentially
harmful to the health and welfare of all employees and guests visiting
our premises. The purpose of this policy is to inform all employees of
the Company’s position on the abuse of drugs and alcohol and to
advise them of the possible sanctions and penalties which may be
imposed for violations of this policy.
Any employee who wishes to fraternize, date or become romantically
involved with another employee in violation of this policy must
immediately notify the Human Resources Department so that
Human Resources may work with management to take the
appropriate measures. The Company will determine a course of
action that is in the best interest of the Company and the affected
employees. This may include the transfer of one or both of the
employees to another department or position. Violation of this policy
may result in disciplinary action for one or both employees, up to,
and including, termination of employment.
With these basic objectives in mind, Cedar Fair has established the
following rules regarding the use, possession or sale of drugs and/
or alcohol. They are effective immediately and will be enforced with
respect to all employees.
DEFINITIONS
“Under the influence” means that the employee has alcohol
or mood-altering drugs in his/her system and is affected by such
alcohol or drug in any detectable manner, including but not limited to
impaired performance of job duties and responsibilities. The actual
quantity of drugs or alcohol in the employee’s system
which constitutes “under the influence” will vary from
case-to-case and may be determined in consultation with
medical authorities, when appropriate.
All employees should also remember that the Company maintains
a strict policy against unlawful harassment of any kind, including
sexual harassment.
Honesty Policy
“Legal Drug” includes prescribed drugs and over-the-counter
drugs which have been legally obtained and are being used for
the purpose for which they were prescribed or manufactured.
You are now part of an organization in which all employees are
expected to respect each other and act openly and honestly in
dealings with each other. To gain this trust and credibility, we all
have an obligation to deal honestly with one another and not tolerate
dishonest behavior, whether it’s calling in sick to get an unscheduled
day off or persuading a friend or co-worker at a food stand to give
you a free drink.
“Illegal Drug” means any drug which (a) is not legally obtainable
and whose use, possession or transfer is restricted or prohibited by
law, (b) is legally obtainable but which has not been legally obtained,
(c) is legally obtainable but which is being used inconsistently
with the prescription or instructions, or (d) is legally obtainable but
has a potentially mind- or performance-altering effect which the
employee has not reported to management. The term “illegal drugs”
broadly refers to all forms of narcotics, depressants, stimulants,
hallucinogens, cocaine, crack, amphetamines or other drugs or
preparations which alter a person’s physical or emotional state,
including marijuana.
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“Substance Abuse” is the unauthorized use of any drugs or alcohol
or use in such quantity or frequency as to impair a person’s mental
or physical capacity.
I.
If a medical test shows the presence of alcohol, an illegal drug
or a legal drug, the use of which the employee has not notified
the Company, the Company will request a confirmation test to
ensure the accuracy of the test results. The employee may have
a second confirmatory test of the same sample conducted, at his
or her own expense. The employee may also submit information
to rebut the results.
On-Premises Use, Possession or Sale of Drugs or Alcohol
A. Alcohol
Reporting to work under the influence of alcohol or consuming
alcohol while on duty is prohibited. Such use, possession, sale
or influence may affect the safety of co-workers or members
of the public, the employee’s job performance, or the safe
and efficient operation of Cedar Fair. State law prohibits
purchasing, consuming and/or possessing alcoholic beverages
if under the age of 21, as well as serving or furnishing alcohol to
an underage person. Violations of these state laws, as well as
any of the following company policies, may lead to discipline,
up to and including immediate discharge.
Check with your Human Resources Office for additional legal
provisions governing drug and alcohol testing in your state.
IV. Disciplinary Action
Any violation of this policy will result in disciplinary action,
including suspension without pay, or termination. Any employee
who is involved with the possession, usage, sale or purchase of
illegal drugs or drug paraphernalia during the workday or on the
premises may be subject to immediate discharge.
Cedar Fair prohibits seasonal employees from purchasing,
consuming and/or possessing alcoholic beverages on all
company property. Certain exceptions may apply at your
park and are noted in the park specific section of this
guideline book.
V.Searches
Cedar Fair reserves the right to conduct searches for illegal drugs
and/or unauthorized alcohol on and in all Company property,
including the private living quarters of employee housing areas,
where it has reasonable suspicion to believe an employee is
under the influence of drugs and/or alcohol, if the employee is
involved in a work-related accident or if the employee is observed
possessing, selling or using a prohibited substance. Additionally,
searches of employees, their personal property and their vehicles
may be conducted when there is reasonable suspicion to believe
that the employee is in violation of this policy. An employee’s
consent to a search of personal property may be required.
However, the employee’s refusal to consent under the conditions
outlined in this paragraph may result in disciplinary action,
including suspension without pay or termination.
B. Legal Drugs
Employees who must use a prescription drug that causes
adverse side effects (e.g. drowsiness or impaired reflexes,
or reaction time) should inform their manager that they are
taking such medication on the advice of their physician.
Employees are responsible for informing their managers of the
drug’s possible effects on performance and expected duration
of use. In the event an employee is using a prescribed drug
that could adversely affect work performance, the employee
may be granted a sick leave, temporary leave of absence,
or may be required to comply with other actions deemed
appropriate by the company.
VI. Employee Assistance
Any employee who has recognized that he or she has developed
an addiction to or dependence on alcohol and/or drugs is
encouraged to seek assistance. The company will provide
confidential referral information to employees desiring medical
assistance from community health agencies. An employee will
not be disciplined for seeking help in correcting a drug or alcohol
abuse problem. However, a violation of this policy will not be
excused or condoned because an employee has sought or is
receiving assistance.
C. Illegal Drugs
The use, sale, purchase, transfer or possession of an illegal
drug or drug paraphernalia by any employee while at work
or on the premises is prohibited. Such action will be reported
to Security and appropriate municipal law enforcement
officials and is cause for discipline, up to and including
immediate termination without prior notice and/or prosecution
within the limits of the law.
II. Off-Premises Use of Drugs and/or Alcohol
Any employee who engages in any of the following off-premises
activities may be subject to disciplinary action, not excluding
termination; the use, sale, possession, transfer or purchase
of alcohol or illegal drugs or drug paraphernalia where such
involvement constitutes a direct threat to Cedar Fair property
or a Cedar Fair employee, affects an employee’s job performance,
generates publicity or circumstances adversely affecting Cedar
Fair or its employees, or results in a criminal conviction.
III. Medical Testing
Employees may be asked to take a test at any time to determine
the presence of drugs, narcotics or alcohol, unless the tests are
prohibited by law. The types of tests that may be used include
breathalyzer, urinalysis and blood tests. The decision whether or
not to require an employee to take such a test will rest with each
park’s General Manager and/or individual(s) designated by the
General Manager. No medical test will be administered without
the written consent of the employee. It is a violation of this policy
to refuse to consent for these purposes or to tamper with a test or
to test positive for alcohol or illegal drugs while on duty. In addition,
refusal to consent to medical testing may affect your eligibility for
workers’ compensation benefits in the event of an injury at work.
20
Flight Deck
General Policies
copyright or otherwise use any photograph or visual image, audio
or video recording, reproduction or testimonial, including use of
your name, in any advertising, publicity or publication relating to the
company with no restrictions on such use and without your inspection
or approval of such use or materials. The use may be in the present
or at any time thereafter. In addition, you release and discharge the
company and its affiliates, including their partners, directors, officers,
employees and agents from any claims, demands and causes of
actions whatsoever in connection with the use, including the broadcast
or publication of, said material, including the use of your name.
Absenteeism, Tardiness
& Early Departure
Our guest experience is complete only when all employees are
in their work areas. As such, the Company expects all employees
to assume responsibility for their attendance; including getting to
work on time and working their shift as scheduled. Any time you
are absent, late or leave early, it impacts the operation, work is left
undone and an extra burden is placed on your co-workers. As such,
regular attendance is an essential function of your job and may be
factored into any performance review (except where legally excused
and as governed by the Americans with Disabilities Act, as amended.)
If in the scope of your employment you produce any material subject
to copyright or trademark protection, you acknowledge and agree that
such material shall be the sole and exclusive property of the company
in perpetuity in all languages throughout the world; that all right, title
and interest in any copyright or trademark thereof, and in any renewal
thereof, shall vest exclusively in the company; and that you shall have
no right, title or interest of any kind in such copyrights or trademarks.
The following guidelines regarding attendance and punctuality have
been developed to insure efficient operation of all Cedar Fair facilities
and a quality experience for our guest.
• You are required to be at your work location prepared to begin
work at the beginning of your scheduled shift.
• If you are going to be absent, you are required to call your
supervisor or department office (depending on your department
policy) at least one hour before the start of your scheduled shift.
• If you are going to be late for your scheduled shift, you are
required to call your supervisor or department office (depending
on your department policy) at least 30 minutes before the start of
your scheduled shift. Your department may require more notice.
• If you are going to be absent more than one day you are required
to call your supervisor each day at least one hour before the start
of your shift to inform your supervisor of your status.
• If you are absent due to illness, your supervisor may request
that you provide a physician’s statement verifying your illness.
You may also be asked to provide a doctor’s note if the illness
or procedure results in restrictions or you are unable to perform
your regular job duties.
• If you are absent for three consecutive scheduled shifts without
directly notifying your immediate supervisor or department office
(depending on your department policy), you will be considered
to have voluntarily terminated your employment.
• If you need to leave work early, you must have prior authorization
from your supervisor.
• You may not visit the park on days you are scheduled,
but unable to work.
Please remember, any absence other than approved leaves, vacations,
holidays, or other legally required time off is considered unacceptable.
In addition, leaving work early for either personal reasons or sickness
still affects the operation and is part of your overall attendance record.
Excessive absenteeism or tardiness, even for valid reasons, may result
in disciplinary action up to and including termination. In most cases,
doctor’s notes will not be required for absences of one or two days;
however, Cedar Fair reserves the right to require a doctor’s note in
cases where there is a questionable pattern of attendance, where
the company suspects that the employee may be misusing sick days,
or in other cases where appropriate. Misuse of sick days may result
in discipline, up to and including termination. Please review your
location’s policy on tracking absenteeism and tardiness.
Cash Handling Policy
All employees working in a cash handling location are prohibited from
having any money or park tickets on their person (wallets, pockets,
shoes, hats, etc.) while working. Employees working in cash handling
locations will be instructed on where to place their personal money and
belongings during their shift. Employees in violation of this policy will be
subject to disciplinary action up to and including termination.
Company Telephones/
Employee Cell Phones
Most work locations are provided with company telephones. All
company telephones are to be used for authorized business purposes
only. For this reason, personal phone calls are not allowed to be made
from or received in your work area.
Employees may use their personal cell phones when on an authorized
break and in a designated break area. In the event you have an
emergency and need to use a telephone during your work shift, please
contact your supervisor.
The use of cell phones is never allowed while you are working, this
includes texting or surfing the net. Your division will provide additional
direction regarding the storage of your personal cell phone when you
are on duty.
Electronic Communications Policy
Purpose
To remain competitive, better serve our guests, and provide our work
force with the best tools to do their jobs, Cedar Fair, L.P. continues to
adopt and make use of new means of communication and information
exchange. This means that many of our employees have access to one or
more forms of electronic media and services, including computers, e-mail,
telephones (including cellular phones), voice mail, fax machines, external
electronic bulletin boards, wire services, online services and the Internet.
Cedar Fair encourages the use of these media and associated services
inasmuch as they make communication more efficient and they are
valuable sources of information. However, all employees should remember
that electronic media and services provided by the Company are Company
property and their purpose is to facilitate and support Company business.
Appearance Release & Intellectual
Property Statement
In consideration of your employment with a Cedar Fair company, you
grant your permission for Cedar Fair to reproduce, publish, circulate,
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This policy cannot lay down rules to cover every possible situation.
Instead, it is designed to express Cedar Fair’s philosophy and set forth
general principles employees should apply when using electronic
media and services.
The Internet does not guarantee the privacy or confidentiality of
information. Files containing sensitive company data, as defined
by existing corporate policy or good business judgment, which are
transferred in any way across the Internet should be encrypted.
Electronic media and services should not be used in a manner that is
likely to cause network congestion or significantly hamper the ability of
other people to access and use the system. Employees should schedule
communications-intensive operations such as large file transfers, video
downloads, mass e-mailings, and the like for off-peak times.
The following procedures apply to all electronic media and services
that are:
accessed on or from Company premises;
• accessed from any vehicle while being used on Company
business or accessed from any Company owned or leased
vehicle whether or not on Company business;
• accessed using Company computer equipment or via Companypaid access methods;
• used for Company purposes; or
• used in a manner that identifies the individual with the Company ,
or that is prohibited by the Company.
Employees should use appropriate business decorum in all
communications, whether in person, by phone, electronically, or via
the web/internet.
Personal Use
Electronic media and services are provided by Cedar Fair primarily
for employees’ business use. Limited, occasional, or incidental use
of electronic media (sending or receiving) for personal, non-business
purposes is understandable and acceptable. However, employees
are expected to demonstrate a sense of responsibility and not abuse
this privilege.
Employees may use their Internet facilities for non-business research
or browsing during meal time or other breaks, or outside of work hours,
provided that all other usage policies are adhered to.
Employees may not audio tape, videotape, or photograph, or assist
anyone in taping meetings, non-public or back of house operations
or meetings, construction of new rides or attractions, or interactions
between employees and/or guests with emergency medical or
security personnel without the written consent of management,
unless the employee is designated to do so as part of his or her
job responsibilities.
Downloading/Uploading Software
Anyone obtaining electronic access to other companies’ or
individuals’ materials must respect all copyrights and cannot copy,
retrieve, modify, or forward copyrighted materials except as permitted
by the copyright owner.
No employee may use Company facilities to download or distribute
pirated software, music, games, or data, or to play games against an
opponent over the Internet.
Employees with Internet access may not upload any software licensed
to the Company or data owned or licensed by the Company without the
express authorization of the division head responsible for the software
or data.
Access to Employee Communications
Employees should not have any expectation of privacy as to their
electronic communications. Cedar Fair has the capability and
reserves the right, at its discretion, to control, review and/or monitor
any employee’s electronic files and messages to ensure electronic
media and services are being used in compliance with the law, this
policy and other Cedar Fair policies.
Employees using the Company’s electronic systems must follow the rules of
conduct that apply to all other forms of correspondence utilized throughout
the Company. All messages created, sent or retrieved are the property of
the Company, and should be considered public information. If you have
any questions regarding use of the electronic messaging systems, please
contact the Information Systems Department or Human Resources.
Security/Appropriate Use
The Company will take all steps necessary to assure the safety and
security of its computer networks. Any employee who attempts to
disable, defeat, or circumvent any Company security facility may be
subject to immediate dismissal without prior warning.
Employees must respect the confidentiality of other individuals’ electronic
communications. Except in cases in which explicit authorization has been
granted by a corporate officer or park general manager, employees are
prohibited from engaging in, or attempting to engage in:
• monitoring or intercepting the files or electronic communication
of other employees;
• improperly disclosing, hacking or obtaining access to passwords,
systems or accounts they are not authorized to use.
• using someone else’s log-ins or passwords.
• using passwords, encryption, or other techniques to prevent the
Company from accessing information;
• using a corporate e-mail address for personal use on a
home computer.
No e-mail or other electronic communications can be sent that
attempt to hide the identity of the sender or represent the sender as
someone else.
Participation in On-Line Forums
Employees should remember that any messages or information sent
on Cedar Fair provided equipment to one or more individuals via an
electronic network – for example, Internet mailing lists, bulletin boards,
blogs, micro-blogs, social networking websites, virtual worlds, and
on-line services – are statements identifiable and attributable to
Cedar Fair.
Under any and all circumstances, only those employees or officials
who are authorized to speak to the media, to analysts or at public
gatherings on behalf of the Company may speak/write in the name
of the Company to any newsgroup, chat room, or online discussion,
including social networking sites such as Facebook, YouTube, Twitter,
etc. All media relations will be coordinated through each park’s Public
Relations Department.
Privately, employees may participate in on-line forums or discussions
through various web facilities, but must clearly do so as individuals
speaking only for themselves. Inasmuch as these online discussions
are public forums, however, employees will be held responsible and
may be disciplined for any illegal material relating to Cedar Fair or its
customers, suppliers, employees, affiliates or competitors.
The Company retains the copyright to any material posted to any
forum, newsgroup, chat or web page by any employee in the course of
his or her duties.
Cedar Fair actively monitors on-line discussions. Employees are
reminded that chats and newsgroups and other on-line discussions
are public forums where it is inappropriate to reveal trademarked,
proprietary or confidential/non-public information relating to the
operations, finances, activities or business of Cedar Fair and its parks.
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Legitimate inquiries about the Company should be referred to the
appropriate Company officials. Employees releasing confidential
information via a newsgroup or chat – whether or not the release
is inadvertent – will be subject to discipline, up to and including
termination of employment.
effort to ensure that both the letter and spirit of the laws prohibiting
employment discrimination are fully implemented in all our working
relationships. Any employee or applicant who believes he or she has
been subjected to unlawful discrimination should be directed to the
Director of Human Resources.
Employee Entrances
Employee entrances are for use by employees only. If non-employees
are required to enter an amusement area, proper arrangements must
be made with your supervisor and Security. Escorting non-employees
through employee entrances without proper authorization is prohibited and
will result in disciplinary action, not to exclude termination. Non-employees
are not allowed in employee break rooms or cafeterias without appropriate
management approval and are not permitted to purchase food or drinks
in employee cafeterias; nor are employees permitted to purchase food or
drinks in employee cafeterias for non-employees.
Games-Restriction on Playing
Employees are not permitted to play the Park’s games of skill where
prizes or coupons are awarded. This policy is in effect at all times,
including off-duty visits. Employees are also not permitted to play
in-park video games while in uniform. Failure to comply will result in
disciplinary action up to and including termination.
Employment of Relatives
Your relatives are eligible for employment with Cedar Fair EXCEPT where
a direct or indirect supervisor / subordinate relationship exists or an
actual conflict of interest or the appearance of a conflict of interest exists.
Relatives include an employee’s spouse, parents, children, stepchildren,
brother, sister, niece, nephew, aunt, uncle, father-in-law, mother-inlaw, sister-in-law, brother-in-law, daughter-in-law, son-in-law, and any
other member of the employee’s household. These criteria will also be
considered when assigning, transferring, or promoting an employee. An
employee may not be assigned to any position or remain in any position
where he / she will work under the authority or responsibility of any
relative. If two employees marry or become related and the criteria noted
above exists, the company will attempt to find a suitable position within
the company to which one of the affected employees may transfer. If
accommodations of this nature are not feasible, it may be necessary for
one of the employees to resign. Exceptions to this policy must be approved
by Cedar Fair’s President and CEO, or the President and CEO’s designee.
Gifts or Favors
There are certain types of activities and relationships that can fall
under the conflict of interest laws. To prevent any possible conflicts
of interest, Cedar Fair follows a specific policy regarding gifts or
favors offered to our employees.
You should not accept any gifts, payments, loans, services or items
from any person or business organization that does or seeks to do
business with Cedar Fair or is a competitor. This prohibition does not
extend to gifts or favors of nominal value which do not exceed normal
standards of ethical business conduct, or to casual entertainment for
business purposes.
Lockers and Desks
The company does provide a limited number of lockers to assist you
in safeguarding your personal belongings during working hours.
In addition, some employees are also provided desks for their use
during work. Although lockers and desks are made available for the
convenience of employees at work, employees should remember that
all the lockers and desks remain the sole property of the Company. If
you are assigned a locker or desk, it is your responsibility to maintain
it in a clean and orderly manner. The Company reserves the right to
inspect lockers and desks, as well as the content, effects, or articles
that are in the lockers or desks and to remove all Company property
and other items which are in violation of Cedar Fair policy. Such an
inspection may take place any time, with or without advance notice
or consent. An inspection can be conducted before, during, or after
working hours by any company-designated supervisor, manager or
security personnel.
Employment Reference Checks
It is the policy of Cedar Fair to quote an employee’s hire date,
termination date and last position held only. All requests for
employment references must be directed to The Work Number,®
our automated service. See the Employment and Income Verification
Information section of this book. Reference checks require the
employee’s approval prior to the release of any information.
Equal Employment Opportunity
Cedar Fair, L.P. is committed to the philosophy of equal employment
opportunity. All applicants for employment are recruited and hired
on the basis of merit and qualifications without regard to age, race,
religion, sex, color, creed, ancestry, citizenship status, national origin,
military status, veteran status, gender identity or expression, sexual
orientation, marital status, pregnancy, genetic information or condition,
physical or mental disability, or other protected characteristic.
Off-Duty Park Visits & Activities
One of your privileges as an employee is free admission to the Park
when it is open to the public and regular tickets are on sale. When
you come to enjoy the Park, please follow these simple rules.
This policy governs all aspects of employment at Cedar Fair, including
hiring, assignments, training, promotions, compensation, employee
benefits, employee discipline and discharge, and all other terms and
conditions or privileges of employment.
1. Do not distract or associate with other employees who are
The Company will reasonably accommodate an individual’s known
physical or mental disability, in accordance the Americans with
Disabilities Act, as amended, or other applicable laws. Additionally,
the Company will reasonably accommodate the religious beliefs and
practices of an employee or applicant, unless to do so would create
an undue hardship upon the Company. An employee or applicant
who requires an accommodation must, of course, adhere to such
religiously required practices and notify the Company of the need for
accommodation. All requests for accommodation must be directed to a
Human Resources Representative.
Cedar Fair is committed to evaluating each applicant and employee
on the basis of merit and qualifications. Cedar Fair will make every
still on-duty, it takes their focus away from the guest and their
job responsibilities.
2.Wear your own regular clothes, not your work clothes.
3.Conduct yourself in a manner that is consistent with all
Employee Rules of Conduct and the guest code of conduct.
4.Do not use profanity while in the Park as a guest.
5.You may not visit the Park on days you are scheduled, but unable
to work.
When off-duty, you can visit the Park by showing your ID card at the
designated entrance. Entrance through any other gate is unauthorized.
Employees are not permitted off-duty visits for a specially ticketed
event without a pre-purchased special event ticket. Failure to enter
23
the Park through proper procedures may result in disciplinary action,
up to and including termination of employment.
other sales during working time; charitable or union solicitations
during working time; and distribution of literature of any kind
during working time.
2.Employees may not distribute any non-work related written,
printed or electronic materials in any working area at any time.
3.Employees are permitted to visit the park, ride rides, and
attend shows etc. when they are off duty. However, off-duty
employees are not permitted to visit any working areas
associated with the park that are not accessible to the general
public (except, employees may report for work a reasonable time
in advance of the start of their scheduled work times).
4.Non-employees are prohibited from soliciting or distributing any
written, printed or electronic material of any kind for any purpose
on the Company’s premises at any time. An employee may not
invite or encourage any non-employee to engage in conduct
which would violate this rule.
Cedar Fair parks offer various Company-sponsored recreational
and social activities for employees. Employee participation in these
events is voluntary. The Company shall not be liable for the payment of
worker’s compensation benefits for any injury that arises out of your
voluntary participation in any off-duty recreational, social or athletic
activity that is not part of your work-related duties.
Payroll
Cedar Fair makes all good faith efforts to comply with the Fair Labor
Standards Act, as revised, and improper deductions from pay are
prohibited. If an employee feels that an improper deduction has
been made or that the employee’s pay is incorrect, the employee
should notify Human Resources. If it is determined that the employee
has been paid improperly, the employee will be reimbursed or
arrangements will be made to correct overpayment.
Surveillance
Personal Property
In order to maintain proper security and to ensure quality customer
service at all times, Cedar Fair has the capability, and reserves
the right, to review and/or monitor any employee’s activities using
fixed and mobile video cameras, secret shoppers and auditors,
security software and/or other electronic means permissible by
law. Employees should not have any expectation of privacy as to
his or her activities in the workplace. Any action that interferes with
the Company’s security or surveillance efforts may be grounds for
disciplinary action up to and including termination of employment.
It is Cedar Fair policy to assist you in safeguarding your personal
property while at work. However, the Company does not assume any
responsibility for personal belongings. In order to minimize your risk,
we advise you not to carry unnecessary amounts of cash or other
valuables. If you must bring personal items to work, you are expected
to exercise reasonable care to safeguard them. Such items should
never be left unattended or in plain view.
The Company reserves the right to inspect all vehicles, packages,
bags, backpacks, briefcases, purses, tool boxes, equipment or other
containers entering or being taken from the premises. All items
purchased from a Cedar Fair facility must be accompanied by the
proper authorization form and receipt and are subject to inspection
at any time.
Vehicle Usage Policy
Cedar Fair maintains company vehicles for use by employees
engaged in company business. To drive a company vehicle,
you must complete the driving responsibility form. If you are
authorized to drive a company vehicle, you must do so with caution and
consideration. You will be held responsible for any vehicle entrusted to
your care. If found driving a vehicle in an unsafe or reckless manner,
you may be subject to disciplinary action not excluding termination of
employment. In addition, you may be held financially liable up to $200
for any damage to a company vehicle and/or other property damage
or personal injuries resulting from any negligent action on your part.
Resignation and Termination
When it is time for you to resign your position, Cedar Fair requests
that you follow the guidelines below.
1.Two Weeks Notice- Give at least two weeks advance notice
in writing of your intent to terminate your employment. This gives
us an opportunity to locate a qualified replacement. Your notice
should be in writing, and should contain the reason for leaving
and the expected last date of work.
2.Company property- Issued ID cards, keys, tools, uniforms, parking
passes, etc. are Cedar Fair property. Your management will
provide you with specific procedures to follow when processing
out on your last day of employment.
Employees driving Cedar Fair motorized vehicles must be at least 18
years of age, have a valid driver’s license and a good driving record.
Any time an accident occurs with a vehicle, notify park Security
and your department office immediately. If on a public street, call
the local police. Do not move the vehicle. Do not make any statements
pertaining to the accident to anyone but officials from your park
or Security, or, if appropriate, the local police.
Solicitation/Distribution
THE USE OF HANDHELD CELLULAR TELEPHONES OR OTHER
PERSONAL ELECTRONIC DEVICES IS PROHIBITED:
a.While operating any motor vehicle, including an employee’s
personal vehicle, while on company business.
b.While operating a company-owned, leased or rented vehicle,
whether or not on company business.
Working time is of course, for work. Each employee must strictly
observe the following basic, common-sense policies.
1.An employee may not solicit another employee for any non-work
related purpose or distribute any non-work related printed or
electronic material to any other employee for any purpose at
any time during either employee’s working time. (Working time
includes any time that an employee “is on the clock” or is being
paid, but does not include break periods or meal times or other
similar specified periods during the workday when an employee
is properly not engaged in performing his or her work tasks.)
Prohibited solicitations include, without limitation, collections
for other employees during working time, catalog, raffle ticket or
Work Restrictions
Cedar Fair is committed to compliance with all state and federal laws.
If you have limitations or restrictions that impact your ability to perform
the essential functions of your job, please contact your Manager and
Human Resources to discuss. Appropriate documentation in support
of your restrictions may be required.
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just for you
Federal Family Medical Leave Act
(FMLA)
The Cornerstone Pin
Cedar Fair has a special program to recognize those employees
who consistently adhere to the Cornerstones of Service, Courtesy,
Cleanliness, and Safety, along with Integrity. Special pins that may be
worn on the uniform are presented to these employees. Employees
are nominated by supervision for this special award.
The FMLA generally grants eligible employees with the right to an
unpaid leave for up to 12 weeks for qualifying circumstances including
the birth of a child and the care of a child; placement of a child with the
employee for adoption or foster care; care of a spouse, child, or parent
with a serious illness; or, a serious health condition of the employee
that renders the employee incapable of performing his or her job.
Leave to care for a wounded servicemember or for active duty or call
to duty are also covered under the FMLA although subject to different
maximum leave durations.
Uniformed Services Employment &
Reemployment Rights Act (USERRA)
Granted to employees for a period of up to five years for uniformed
service in the Armed Forces, Army National Guard, or the Air National
Guard when engaged in active duty, training, full-time National Guard
duty, or time away from work for a physical examination to determine
fitness for duty. This is an unpaid leave.
To be eligible for FMLA leave, the employee must have worked for the
Company for a minimum of 12 months. These 12 months do not have
to be consecutive. The employee must also have worked 1,250 hours
during the preceding 12-month period.
Cedar Fair uses the rolling 12-month method of calculating an
employee’s FMLA leave entitlement, depending on the type of leave
requested. An employee’s current leave entitlement is reduced by the
amount of FMLA leave taken during the 12-month period, as required
by the FMLA.
Cedar Fair will comply with all provisions of this act, including
reemployment anti-discrimination, positions entitlement, seniority,
health plan, pension benefit plan, and retention right guidelines.
If you have any questions regarding USERRA, please contact
Human Resources.
The Company requires each employee requesting FMLA leave to
provide reasonable advance notice and to make an effort to schedule
leave so it does not unduly disrupt Company operations.
All leaves require the notification of the divisional Vice President or
Director of Human Resources, and your department manager, and the
provision of the appropriate documentation prior to commencement
of leave. See your supervisor for more detailed information.
If the need for the requested leave is foreseeable, an employee must
notify Human Resources and his or her manager at least thirty (30)
days before the leave begins where possible. If the leave must begin in
less than 30 days, an employee must provide notice of the need for the
leave either the day the employee becomes aware of such need
or the next business day. The employee should complete a “Request
for Leave of Absence” form (available in Human Resources).
Bone Marrow and
Organ Donation Leave
This paid leave is granted for 5 days to an employee who donates
bone marrow, and 30 days to an employee who donates an organ,
per year. If the employee has accrued sick or vacation benefits, by
law, Cedar Fair will require the employee/donor to use up to 5 days of
these benefits for bone marrow donation, and up to 2 weeks of these
benefits for organ donation.
When the need for FMLA leave is not foreseeable, the employee
must provide notice to the Company of the need for a leave as soon
as practicable and comply with the Company’s usual and customary
call-in procedures, absent unusual circumstances. If an employee fails
to provide timely notice, he or she may have the FMLA leave request
delayed or denied and may be subject to disciplinary action.
The employee must provide appropriate medical certification to be
eligible to take Donor Leave. Donor Leave may be taken all at once or
intermittently. In California, this leave does not count against FMLA
or CFRA leave. The employee/donor’s benefits will continue while
on Donor Leave. The employee/donor will be returned to his or her
position or an equivalent position at the end of Donor Leave.
care provider. In California, this leave is granted separately from a
pregnancy disability medical leave. An employee who takes FMLA
leave will not lose any seniority or employment benefits that accrued
before the date the leave began. While the employee is on leave, the
Company will continue the employee’s medical benefits at the same
level and under the same conditions as if the employee had continued
to work. Employees are responsible for making their normal employee
contributions while on a leave of absence. If the employee chooses
not to return to work for reasons other than a serious health condition,
the Company may require the employee to reimburse it the amount
the Company paid for the employee’s health insurance premium
during the leave period.
Nursing Mothers
Cedar Fair will provide reasonable break times and a suitable location
for a nursing mother to express milk for her nursing child for one
year after the child’s birth, as required by law. Please contact Human
Resources if you require breaks for this purpose.
Job Posting Program
Cedar Fair is committed to the philosophy of hiring the most qualified
candidate, and at the same time using our own resources, whenever
possible, to fill available positions. Employees are encouraged to utilize
their skills to their fullest potential and broaden their occupational
interests. In light of this philosophy, Cedar Fair has a job posting
program designed to provide opportunities for employees. All
employees are eligible to apply for these positions.
The Company may require periodic updates as to the employee’s
status during leave. An employee on leave for his or her own
serious health condition must provide a fitness-for-duty certification
addressing the employee’s ability to return to work and perform his
or her job duties with or without restrictions or limitations before
the Company will return the employee to active status.
When an approved position becomes available, the Human Resources
Department will prepare a job posting. All applications for a posted
position must be submitted no later than the expiration date of the
posting. To be eligible to apply for a posted position, you must meet
the minimum hiring specifications for the position, be capable of
performing the essential functions of the job, with or without a
reasonable accommodation, and be an employee in good standing in
terms of your overall work record.
An employee who returns to work immediately following the
completion of FMLA leave will be restored to his or her original
or equivalent position with benefits reinstated as required by law,
unless the position ceased to exist. An employee whose leave
extends beyond his or her FMLA leave entitlement is not guaranteed
reemployment. However, as long as the employee returns at the end
of his or her approved leave the Company will make a reasonable
effort to place the employee in a vacant position for which he or she
is qualified, at an appropriate rate of pay and status for the position.
Notwithstanding this policy statement, there may be instances
when an available job vacancy is not posted. The Company reserves
this right not to post if circumstances warrant it as determined by
the Company. The Company reserves the right to hire an external
candidate where such candidate is believed to be the most qualified
and/or best suited for the position.
As applicable by law, Family Medical Leave may run concurrently with
any other applicable state mandated leaves or other leaves provided
by the Company. If you are required to take a leave of this nature, you
will be provided with information that explains the concurrent nature
of these leaves, your rights, and responsibilities. Additionally, if you
have questions regarding how leaves are coordinated, please contact
the Human Resources department.
For more information regarding the Job Posting program at your park,
please contact Human Resources.
Notices describing applicable federal, state, and local leave
requirements are posted at Cedar Fair properties. The information
provided in this section is only a summary of the Company’s
FMLA policy. A copy of the Company’s FMLA Policy is
available in Human Resources.
Employees will also be required to provide documentation to
qualify the leave. For example, an employee with a serious health
condition must provide written certification from the treating health
25
26
Vortex
Paid Family Leave
Pregnancy Disability
Cedar Fair will provide reasonable break times and a suitable
location for a nursing mother to express milk for her nursing child for
one year after the child’s birth, as required by law. Please contact
Human Resources if you require breaks for this purpose.
Granted up to a maximum of 4 months per pregnancy. Available to
employees with an actual pregnancy disability as determined by the
employee’s treating medical practitioner. The employee must notify
their supervisor and the First Aid Department when a pregnancy
disability is requested. The company may require periodic medical
updates as to the employee’s status during the leave. The employee
must provide a medical practitioner’s release to return to work
before the Company will schedule and return the employee to work.
A program that benefits you and your family.
Paid Family Leave benefits are based on past quarterly earnings and
range from a minimum of $50 to a maximum of $ 728 per week for up to
six weeks for claims beginning July 1, 2004. For claims commencing in
2005, the maximum weekly benefit amount will be $ 840.
Jury Duty
Paid Family Leave does not provide job protection or return rights.
Your job may be protected if your employer is subject to the federal
Family Medical Leave Act and the California Family Rights Act. You
must notify your employer of your reason for taking leave in a manner
consistent with your company’s leave policy.
Jury duty is granted for as long as necessary to complete jury
service. Seasonal employees will be granted time off without pay.
Employees are required to give reasonable advanced notice and
documentation of service to their supervisor. Employees serving as
a juror will not be scheduled to work on any day in which they are
on active jury duty. Any employee released from jury service by the
court is expected to notify their supervisor and report to work on
their next scheduled workday. California law prohibits employers
from discharging or in any manner discriminating against an
employee for taking time off for jury duty.
You may not be eligible for benefits if:
• You receive State Disability Insurance, Unemployment
Compensation, Insurance, or Worker’s Compensation
• You are not working or looking for work at the time you begin
your family leave
Witness Testimony
• You are not suffering a loss of wages
Granted as unpaid leave to an employee who is required by law to
appear as a witness in court, provided reasonable advanced notice and
documentation of the appearance is given to the employee’s supervisor.
• The need for care is not supported by the certificate of a
treating physician or practitioner
• You are in custody due to conviction of a crime
You are entitled to know the reason and basis for any decision that
affects your benefits, appeal any decision about your eligibility for
benefits and appear before a California Unemployment Insurance
Appeal Board administrative law judge. Privacy information about your
claim will be kept confidential except for the purposes allowed by law.
With Paid Family Leave, California is leading the nation as the first state
to make it easier for employees to balance the demands of workplace
and family care needs at home. If you have any questions or feel you are
in need of and eligible for these benefits, contact us today.
Family School Partnership Act
Granted up to 40 hours of unpaid leave per school year, per child, not to
exceed 8 hours per calendar month. This leave is granted for a parent/
guardian/grandparent to participate in the child’s school activities. The
employee must provide sufficient notice to their supervisor.
Parent/Guardian Time Off
Act of Suspended Pupil
1-877-BE-THERE (English)
This unpaid leave is granted for a parent or legal guardian to appear
at the student’s school to deal with the suspension of the student.
The employee must provide sufficient notice to their supervisor.
1-877-379-3819(Espanol)
1-800-563-2441 (TTY)
P.O. Box 997017 Sacramento, CA 95799-7017
Domestic Violence Leave/Sexual
Assault
www.edd.ca.gov/eddmail.htm
This information regarding California’s Paid Family Leave is for
general information only and does not have the force and effect of
the law, rule or regulation.
Granted to victims of domestic violence or sexual assault in order to
take time off for:
Leave Of Absence
There are several type of leaves available for employees. Unless
otherwise noted, all leaves are non-paid. Additionally, the duration
of the leave must be specified and some leaves require medical
certification by a medical practitioner prior to the granting of the
leave request. You are required to notify the First Aid Department
or the Human Resources Department before returning from your
leave. Some leaves may require a medical practitioner’s certification
stating your ability to return to work. You must meet certain
conditions to be eligible for a specific leave of absence.
The task of handling personnel records and related personnel
administrative functions at the Park has been assigned to the
Human Resources Department. Questions regarding insurance,
wages and interpretation of policies may be directed to the Human
Resources Department. Keeping your personnel file up-to-date can
be important to you with regard to pay, deductions, and benefits. In
addition, if there is an emergency, problem, or pressing need at the
Company, it may become necessary to contact you at home on very
short notice. Please keep both the Human Resources Department
and your Supervisor informed of any changes to your phone number
and address. These will be kept confidential (unless the Company
is ordered to release this information pursuant to court or law
enforcement order, subpoena, or request).
If you have a change in any of the following items, it is your
responsibility to notify your Supervisor and the Human
Resources Department as soon as possible:
• Legal Name
• Person to call in case of Emergency
• Number of dependents
• Marital Status
• Change of beneficiary
• Military or draft status
• Exemptions on your W-4 tax form
Coverage or benefits that you and your family may receive under
the Company’s benefits package could be negatively affected if the
information in your personnel file is incorrect. Current associates may
inspect their own personnel records during normal business hours by
making an appointment with the Human Resources Department for a
mutually convenient time. Nothing in an associate’s personnel file may
be photocopied, added, changed, or removed without the approval of
the Human Resources Department. If an associate feels that an entry
to his/her file fails to report all sides of a situation, he/she may place a
letter of rebuttal or explanation in the file. If the Company determines
that the associate’s explanation of a situation is correct, the Company
will correct the records accordingly.
Literacy Assistance Leave
• to obtain or attempt to obtain a restraining order or other
injunctive relief;
Granted as an unpaid leave to any employee who reveals a problem
of illiteracy and request assistance in enrolling in an adult literacy
education program, provided that this request does not impose an
undue hardship on the employer. An employee who reveals a problem
of illiteracy and who satisfactorily performs his or her work shall not
be subject to termination of employment because of the disclosure
of illiteracy.
• legal assistance;
• service for shelter, program or rape crisis center;
• psychological counseling; and,
Granted as an unpaid leave to accommodate any employee who
wishes to voluntarily enter and participate in an alcohol or drug
rehabilitation program, provided that this request does not impose
an undue hardship on the employer. This leave does not protect an
employee from being terminated because of the employee’s current
use of alcohol or drugs, is unable to perform his or her duties, or
cannot perform the duties in a manner which would not endanger his
or her health or safety or the health or safety of others.
Personnel Records
• court appearances
• medical attention;
Drug & Alcohol Leave
except in cases of emergencies or unscheduled court appearances.
The employee must provide documentation to verify their absence
was due to domestic violence or sexual assault. Examples of the
types of documentation that may be required include police reports,
court orders, or documentation from a medical professional, domestic
violence advocate, health care provider, or counselor.
• safety planning, including temporary and permanent relocation.
This time off is granted to victims of domestic violence or sexual
assault as needed to protect themselves, ensure their health and
safety, and the health and safety of their children. The employee is
required to provide their supervisor with reasonable advanced notice,
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Flight Deck
Scheduling, Breaks, and Payroll
Work Schedules
Break and Meal
Work schedules are handled by your management team and vary
by department. It is your responsibility to know or find out your
schedule. Misreading your schedule is not a valid excuse for missing
work. If you have any questions about scheduling, see a member of
your management team or call your department office.
Break and meal periods are intended to provide employees with the
opportunity to rest and relax. Great America is and has always been
fully committed to complying with the law regarding breaks and meal
periods. As a reminder, our existing policies are as follows:
• Break periods are 10-15 minutes in length. Employees receive
a rest period for every four hours of work or major portion of
four hours.
Due to the nature of our seasonal business, associates will be
required to work various shifts, including nights, weekends and
holidays. Also, assignments may include locations in the heat, sun,
rain, etc. Schedules are subject to change and you may be asked
to work extra or fewer hours depending upon the needs of the Park
or your department. On certain busy days, the Park may have a
“slow close,” which means the Park will close later than previously
scheduled. You should be aware that Saturdays and Sundays are
typically the Park’s largest attendance days.
• Meal periods are 30 minutes in length. Meal periods will be
scheduled for any day in which an employee works more
than 5 hours.
• Employees may not waive their meal periods if their total
hours worked exceeds six (6) hours in any day. Waivers of
meal periods are only permitted with the mutual, voluntary
agreement of the employee and the Company.
The Park cannot guarantee that associates will be scheduled
a specific number of hours per week. If you would like to work
additional hours, please contact your management team.
• Meal periods must begin before an employee finishes
5 hours of work.
• Your supervisor will schedule meal and rest periods.
Associates in different departments cannot be guaranteed the same
schedule for carpool purposes. We will try our best to accommodate
similar schedules within the same department; however, we cannot
guarantee similar schedules at all times.
• Rest periods are paid by the Company and should be recorded
on your rosters.
• Meal periods are unpaid time. You must clock out and in for your
meal periods on the telephone.
As business needs fluctuate, you may be asked to rotate to another
position either on a temporary or transfer basis. This rotation/
transfer may be within your department or to another department.
• You must take your meal and rest periods. You are not allowed to
perform any work during these periods. Meal periods should be
taken away for your work area.
We’re an entertainment facility that’s open on weekends and holidays,
so staff is expected to be available to work on weekends and all major
holidays during the operating season. You’ll be asked to honor the work
commitment you made when you applied for your position.
• Employees are not required to remain on the Company’s
premises during their meal periods. However, employees are
expected to return to their work location on time.
• If you are unable to take your meal or rest period for any
reason, you must immediately contact your supervisor or
manager for assistance.
• Employees are never allowed to work off the clock.
Meal and rest periods are required by law and Company policy.
Violations of Great America’s meal and rest period policies will not
be tolerated. If you do not feel you are getting the meal and rest
periods you are entitled to or have questions regarding this
policy, please contact Human Resources at (408) 986-5825.
Changing Scheduled Days Off
If you prefer to exchange days off with another similarly qualified
Associate, you may do so according to the following steps:
• At least one day prior to the change date, a Schedule
Request form must be completed and signed by you and the
replacing Associate.
• The Schedule Request must be approved and signed by the
appropriate Supervisor or Area Manager.
• Once the Schedule Request has been signed and approved, the
shift becomes the responsibility of the replacing Associate and
should be treated like any other shift.
Inclement Weather
We entertain our Guests—rain or shine. Many of the rides and
attractions at the Park operate regardless of the weather. In the
event of inclement weather, you should report to work at your
scheduled time unless otherwise notified by your department.
Report Pay
Associates may be called in or released early in cases where Park
Attendance affects Park operation. Report pay is determined by the
following circumstances:
• Associates who come to work as scheduled and are sent home
by the Company before their scheduled shift is to start or asked
to leave after their shift starts will be paid for the greater of one
half of the associate’s scheduled shift (up to four hours), or two
hours. In no event shall the associate be paid for less than two
hours or more than four hours.
• Report pay will not be paid for conditions beyond Company
control to include extreme acts of nature.
• Report pay will not be paid if the Associate reports for work in
an unfit manner. This determination will be made by a member of
the Park Management Team.
Management reserves the right to change scheduled ending shift
time with or without notice.
Payroll
The park provides guests with a variety of products and services.
Because we are such a diverse company, some positions are staffed
24-hours-a-day. Our employees are scheduled to work hours that
meet the needs of our overall operations and guests’ habits. Your
supervisor will explain your work schedule to you. Often you will hear
the terms “shift,” “workday,” and “workweek.” Below are definitions
of each.
Shift — SHIFT refers to the time of day you are scheduled to work.
Workday — Each WORKDAY begins at 12:00 a.m. and concludes
at 11:59 p.m. the following day. Your daily work schedule will
be assigned within this period unless your job necessitates an
overlapping of workdays.
Workweek — The WORKWEEK consists of 7 consecutive days
beginning at 12:00 a.m. on Monday and ending at 11:59 p.m. the
following Sunday.
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Demon
Depending upon projected guest attendance and your availability,
your schedule may vary from week to week.
• Regularly check your posted schedule for shift changes. It is
your responsibility to be aware of any schedule changes.
• At the beginning of your shift, you must be at your work location
and wearing the appropriate costume.
Direct Deposit
Mandatory Payroll Deductions
(TAS) Basic Instructions
Direct deposit is the safest, fastest, smartest way to get paid. You
will still receive your regular pay statement. There are many benefits
to direct deposit, including convenience and security:
The Company is required by law to make certain deductions from
your paycheck. Among these deductions are federal income tax
and your contribution to social security as required by law. These
deductions will be itemized on your check stub. The amount of the
deductions may depend on your earnings and on the information
you furnish on your W-4 Form regarding the number of dependents/
exemptions you claim. Any change in name, address, telephone
number, marital status or number of exemptions must be reported
immediately to the Human Resources Department to ensure timely
processing of the changes and proper credit for tax purposes.
Your department training will include specific instructions on how to
use the system. Below are basic instructions:
• No more waiting in lines at your bank
• No possibility of having your check lost or stolen
Requests for time off should be submitted a minimum of two weeks
in advance. Your supervisor will review your request
and let you know if your request has been granted. Please do not
make any plans until you know you have been given the time off.
• Pay is in your account and available to you on payday
Associates must notify Human Resources if a bank account has
been closed.
Returning Associates: Be aware that direct deposit information does
not carry over from one season to the next.
Minor Work Regulations
All minors are required to obtain a work permit, which is current,
and on-file in Human Resources. Work permits contain the
maximum number of hours a minor may work in a day and week, the
range of hours during the day a minor may work, any occupational
limitations and any additional restrictions imposed by school
officials. It is the employee’s responsibility to ensure that the work
permit is kept up to date.
To sign up, simply complete a Direct Deposit Authorization form,
available in Human Resources.
Payroll Distribution
Payroll checks are available to be picked up on Friday of every other
week, based on the schedule at Associate Services. To receive
your check: You must pick up your check in person and you will be
required to present your Park ID, or state-issued ID/Driver’s License.
In some cases, students may participate in an approved work
experience program where extended working hours are
permitted This too must be on record with Human Resources
and your area supervision.
Associates may be charged the stop payment fee based on the
respective bank. The fee will be deducted from your payroll check
when re-issued.
Failure to update your work permit in a timely manner will result
in removal from the work schedule until such time when the permit
is updated. Long term failure to update your work permit may result
in termination.
• Dial extension 3030 from your work location phone
• Enter your User ID Number (the Number on your ID Card)
• Enter your 4-digit Password (your original password will be
your birth month and day. For example: if your birthday is March
3rd, your password will be 0303. The first time you dial into TAS
you will be prompted to change your password to a new 4-digit
number)
Any other mandatory deductions to be made from your paycheck,
such as court-ordered garnishments, will be explained to you
whenever the Company is required to make such deductions.
• You will then be given several options. Select the appropriate
option number:
Time and Attendance System
“PRESS 2 TO START BREAK”
“PRESS 1 TO START SHIFT”
“PRESS 3 TO END BREAK”
The Company uses an interactive voice response Time and
Attendance phone system (TAS) to track associate work hours. This
system will efficiently total your hours, track your work locations
and calculate your actual pay. Associates must use this system to
clock in and out for work and meal breaks. If you fail to clock in or
out on TAS, you must notify your Supervisor and complete a time
adjustment sheet.
“PRESS 4 TO END SHIFT”
With practice, you will be able to dial through the menu without
having to wait for each voice prompt.
Explanation of Pay Advice
EARNINGS list each type of pay you have received during
the year.
Overtime
REGULAR PAY — hours worked times your pay rate.
We know that your time off is important, so Great America requires
you to work overtime only when it is really necessary. When you
are required to work overtime, we try to schedule it with as much
advance notice as possible. ALL OVERTIME MUST BE AUTHORIZED
IN ADVANCE BY YOUR SUPERVISOR. Additionally, failure to work
overtime without good cause may result in disciplinary action.
ORIENTATION PAY — pay for attending Orientation.
HOURS indicate the number of hours worked for the pay period.
CURRENT indicates the amount of pay or deductions for
the pay period.
YEAR TO DATE indicates the amount of pay and deductions for the
year.
Employees in hourly non-exempt classifications will receive
overtime pay for:
DEDUCTIONS indicate items deducted from your pay:
1.Work over 40 hours per week, work over 8 hours per day, and
the first 8 hours worked on the seventh consecutive day worked
of the workweek are paid at the rate of one and one-half (1 1/2)
times your regular rate.
FICA OASDI — old age, survivors and disability insurance
(social security).
FEDERAL — federal tax.
2.Work over 12 hours per day or over 8 hours on the seventh
consecutive day worked of the workweek are paid at the rate of
two (2) times your regular rate.
FICA-HI — federal health insurance (social security).
STATE — state tax.
Pay Periods
Your pay week runs from Monday-Sunday and paid on a bi-weekly
basis. The pay period runs Monday through Sunday. Hours worked
during each pay period will be submitted to Payroll on Monday.
Pay Inquiries
Although we take great care to ensure that your paycheck is error free,
it is ultimately your responsibility to review your paycheck for errors. If
you find a mistake, report it to your Supervisor immediately and they will
assist you in taking the steps necessary to correct the error.
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Important Park Phone Numbers
California’s Great America
Main Phone Number Admissions x8161
Associate Services x2643
Associate Lost & Found x2643
Cash Control x2462
Cornerstone Café x9831
Emergency (in Park phone) 33
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911
Entertainment x8830
First Aid (non-emergency) x8515
Guest Information x4111
Group Sales x5853
Guest Services x8848
Guest Lost & Found x8840
Human Resources x5825
Information Services x2320
Lost Parents x8827
Park Operations x8000
Park Operator Firefall
(408) 988-1776
0
Payroll x5817
Resale Office x9910
Records (Human Resources) x5883
Rides x8819
Security (Post 4) x8734
Security (non-emergency) x8751
Safety Office x8500
Station 1/Dispatch x5555
Theft Hotline x2255