Employee Guidebook

- 2014 -
Employee Guidebook
2014 OPERATING SCHEDULE
MAR
APR
MAY
JUNE
JULY
AUG
SEPT
OCT
NOV
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 - 6 PM
X - Private Day/Special Event
2401 Agnew Road, Santa Clara, CA 95054
408.988.1776 • cagreatamerica.com
Cedar Fair Entertainment Company® © 2014 Cedar Fair, L.P. © Peanuts Worldwide LLC, Peanuts.com GA14-080
WELCOME LETTER FROM PARK GENERAL MANAGER
WELCOME LETTER FROM CEDAR FAIR PRESIDENT & CEO | MISSION STATEMENT
Welcome to the Great America Team!
Whether you are returning for another season or 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 lasting
memories for both you and our visitors.
It is with great anticipation that we look toward the 2014 season. We are proud to enter our second
season with our world class wooden coaster, Gold Striker. The ride opened to rave reviews and was
hailed as “California’s Best Wooden Coaster” throughout the Amusement Park industry. This season,
Great America will host Coaster Con 2014, where coaster enthusiasts from around the country will
have the opportunity to experience Gold Striker, for the first time.
We are excited to continue the Park’s fantastic entertainment offerings. This summer, we will open
“Aerial Ice Extreme,” a show featuring gymnasts, ice skaters, and aerialists performing extreme
stunts and tricks. Also, new this season, we will open “#Playlist,” our high energy all-new dance
party at the Celebration Plaza stage. Returning this year will be the highly acclaimed “On Broadway”
show inside the Showtime Theatre, and “Team Charlie Brown” in the Peanuts Playhouse Theater.
In 2014, we will also be expanding our summer Fireworks Displays on selected Fridays, Saturdays
and Holiday Weekends. At the end of September, the Park will once again be transformed for our
7th Annual “Halloween Haunt” event that will introduce two new haunted mazes, all new
entertainment and midway enhancements, and of course, more scares than ever before.
We have been busy this off-season with visual enhancements throughout the Park. A complete
renovation of the Picnic Pavilion will create a premier multi-use facility that will raise the quality
and presentation of hosted events. This season, we will add a new “Auntie Anne’s®” franchise
location. Guests with a sweet tooth will delight in sampling our new “Churro Factory,” located at
the entrance of Kidzville. Additional food enhancements are also planned, including a frozen yogurt
shop in the Celebration Plaza area and an “ICEE® mix-it-up” location in our All American Corners
area. Our younger guests are sure to appreciate a complete overhaul of the Kidzville Construction
Company, and a new birthday room location titled, Peanuts Party Zone.
New merchandise offerings this season include our new Snoopy Rocks Store and California Store,
located adjacent to Gold Striker Gifts. Plus, the Season Pass Barn has been redesigned to improve
efficiencies for season pass processing. Lastly, our employees are sure to be pleased with the
changes we have undertaken in the Four Cornerstone Café.
As you can see, there is a lot to look forward to this
season. It is the collective efforts of each employee that
contributes to Great America’s success. By following our
Cedar Fair Four Cornerstones of Safety, Service, Courtesy
and Cleanliness, all held together by Integrity, we will not
only enhance our guest’s visit, but also deliver a fun and
memorable experience for you, our valued employees.
We are honored that you are joining us in 2014.
Raul Rehnborg
Vice President & General Manager
1
Dear 2014 Cedar Fair Associate
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.
Cedar Point | Millennium Force®
Kings Dominion | On Broadway
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 associates made their day special. Welcome back.
Cedar Fair Entertainment Company is a leader in family entertainment, with 14 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, Courtesy 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.
Canada’s Wonderland | Leviathan™
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.
Knott’s Berry Farm | Haunt
®
Gilroy Gardens | Quicksilver
Sincerely,
CEDAR FAIR
Matthew A. Ouimet
President and CEO
Cedar Fair Entertainment Company
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.
2
THE CORNERSTONES
TABLE OF CONTENTS
Table of Contents
The Cornerstones
Cornerstones...............................................................................4
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
Commitment To Integrity & Cedar Fair Parks�������������������5
Cedar Fair Associate Media Guidelines................................ 7
Disclosing Company Information........................................... 7
Communicating With Park Guests......................................... 7
Open Door Policy.......................................................................8
Appearance Standards.............................................................9
Safety Guidelines....................................................................... 11
Service
Associate Conduct................................................................... 15
Harassment & Discrimination Policy....................................17
Drug & Alcohol Abuse Policy................................................ 19
General Policies....................................................................... 20
Just For You...............................................................................25
Employment & Income Verification.....................................27
Scheduling, Breaks and Payroll............................................28
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 associates. Be patient, understanding and make them
feel welcome and special.
Know proper telephone procedures – If your job involves communicating with guests or fellow associates 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
Cedar Fair’s reputation of having the cleanest parks in the nation is due to the efforts of all of our associates. Keeping
parks of our size clean is no easy task. It takes commitment and teamwork. All associates 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 associates.
Important Park Phone Numbers......................................... 30
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 associates. 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
associate who requests it in order to better understand the
Company’s policies.
3
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.
Safety
Integrity
Safety is everyone’s responsibility. Remember, safety begins with a positive, conscientious approach to your
work. Your health, as well as that of fellow associates 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.)
Lastly, at all Cedar Fair parks, associates 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.
4
COMMITMENT TO INTEGRITY
CEDAR FAIR PARKS
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, associates,
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 associates.
A confidential voice mailbox has been established for associates
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.
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.
The Partnership owns and operates 11 amusement parks, three
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.
Santa Clara, CA
Toronto, ON
Charlotte, NC/
Fort Mill, SC
Sandusky, OH
Voted the world’s Best Amusement Park 16 years running, Cedar Point has 72 rides (including 17 coasters),
three kids’ areas (including Planet Snoopy) and award-winning live entertainment.
cedarpoint.com | facebook.com/cedarpoint | twitter.com/cedarpoint
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.
soakcitycedarpoint.com | facebook.com/soakcitywaterpark
Allentown, PA
Dorney Park & Wildwater Kingdom offers Two Great Parks All in One, with more than 50 rides
and attractions, 26 water slides, two giant wave pools and Planet Snoopy for the kids.
dorneypark.com | facebook.com/dorneypark | twitter.com/DorneyParkPR
Cincinnati, OH
Buena Park, CA
Orange County, CA
Muskegon, MI
Shakopee, MN
Aurora, OH
Kansas City, MO
Valleryfair | Riptide
Dorney Park | Steel Force®
5
Canada’s Premiere Theme Park, Canada’s Wonderland features 300-acres of world class rides and
attractions for the entire family, including 16 coasters, two themed children’s areas, award winning live
entertainment and a 20-acre water park.
canadaswonderland.com | facebook.com/CanadasWonderland | twitter.com/WonderlandNews
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 | facebook.com/carowindspark | twitter.com/CarowindsPark
Richmond, VA
Park
Map
California’s Great America is Northern California’s premier amusement park. With a collection of 63 rides
and slides on 100 acres, including the all-inclusive Boomerang Bay waterpark and two kids areas, there is
something for the entire family. Our newest thrill ride, Gold Striker, is “California’s best wooden coaster.”
cagreatamerica.com | facebook.com/cagreatamerica | twitter.com/CAGreatAmerica
400-acres of family-fun, including Planet Snoopy with 18 rides designed for the entire family to experience
together. Park features more than 60 rides, shows and attractions, including Intimidator 305, 14 additional
roller coasters and Waterworks, a 20-acre water park included with park admission.
kingsdominion.com | facebook.com/kingsdominionva | twitter.com/KingsDominionVA
Kings Island features more than 100 world-class rides, shows and attractions, including 15 thrill-inducing
roller coasters, a 13-time, award-winning kids’ area (Planet Snoopy), 33-acre waterpark and the world’s
largest animatronic dinosaur park, Dinosaurs Alive!.
kingsisland.com | facebook.com/visitkingsisland | twitter.com/KingsIslandPR
With dozens of rides, shows and attractions in five themed areas, fun is always in season at Knott’s Berry
Farm. Splash down the Timber Mountain Log Ride, and stroll through the Park’s Old West Ghost Town® or
hang with the PEANUTS™ gang in Camp Snoopy, the land of High Sierra fun!
knotts.com | facebook.com/KnottsBerryFarm | twitter.com/knotts
The 1950s California beach-themed water park, immediately adjacent to Knott’s Theme Park, boasts
21 water adventures including 17 tube and body slides, 750,000-gallon wave pool, lazy river and
children’s area.
knotts.com/soakcity | facebook.com/SoakCityOC
Michigan’s largest amusement and waterpark, Michigan’s Adventure has more than
60 rides and attractions, including 7 roller coasters, Grand Rapids and Funnel of Fear.
miadventure.com | facebook.com/miadventure | twitter.com/miadventure
Valleyfair is the Upper Midwest’s largest amusement park featuring over 75 rides and attractions,
including eight roller coasters, Soak City Waterpark, live entertainment, Dinosaurs Alive!, Planet Snoopy
and the all-new Route 76 located by the Steel Venom!
valleyfair.com | facebook.com/valleyfair | twitter.com/Valleyfair_MN
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 | facebook.com/wildwaterfun | twitter.com/wildwaterfun
Two parks for the price of one! Worlds of Fun & Oceans of Fun features 235 acres of world-class rides
and attractions for the entire family, including 7 daring coasters, thrill rides, live shows, Planet Snoopy.
worldsoffun.com | facebook.com/WorldsofFun | twitter.com/WorldsofFun
Cedar Point Soak City | Zoom Flume
6
COMMUNICATING WITH PARK GUESTS | OPEN DOOR POLICY
MEDIA GUIDELINES | DISCLOSING COMPANY INFORMATION | COMMUNICATING WITH PARK GUESTS
Cedar Fair Associate 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.
When conducted properly, this exposure is very valuable. It is
important that these publicity opportunities be handled in a proper
and consistent manner. As a Cedar Fair associate, you are expected
to follow these guidelines for media relations.
• All media relations with Cedar Fair associates on matters
concerning the operations, finances, activities or business
of Cedar Fair 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 such associate 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 associate on matters concerning the operations,
finances, activities or business of Cedar Fair is prohibited
and may be cause for disciplinary action up to and including
termination. This is particularly important during all crisis/
emergency situations.
NOTE: Associates should also review the Electronic
Communications Policy in the General Policies section of this book.
Regardless of your exact job title, all of Cedar Fair’s associates 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:
• 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.
• 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.
Guests With Disabilities
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 supervisor. To increase the comfort and
ease with which you deal with these guests, use the following tips:
• 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!
Disclosing Company Information
Cedar Fair associates 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.
California’s Great America | Flight Deck
Kings Dominion | Dinosaurs Alive!
7
Open Door Policy
• 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.
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.
A free exchange of ideas is vital to good employerassociate 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.
Associate 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 associate 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.
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.
Dorney Park Wildwater Kingdom | Body Slides
Cedar Point | GateKeeper®
8
APPEARANCE STANDARDS
Cedar Fair 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.
Cedar Fair reserves the right to modify this policy at any time.
Additional guidelines may apply according to your job assignment.
The personal appearance of our associates 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 associates 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.
Standards For MALE Associates
Standards For FEMALE Associates
Hair
Hair
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) multicolor 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
Associates 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
associate’s skin color are permitted. In addition, conservative shades of
red and pink are also acceptable. Associates should also be discreet in the
use of cosmetics and perfume.
Associates 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. Mustaches 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) Associates are
not permitted to wear fingernail polish or makeup, except when used to
conceal tattoos. Associates should be discreet in their use of cologne.
Jewelry
Jewelry
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.
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.
Body Modifications - All Associates
Visible intentional body modifications and alterations that create an unnatural or
unprofessional appearance are not permitted. These include, but are not limited to:
• Visible tattoos * • Earlobe expansion • Body branding • Dental grills • Tongue piercing or splitting • Tooth filing
• Body piercing (other than ear piercing for female associates, as described under Jewelry) • Disfiguring skin or bone implants
*A visible tattoo is any tattoo that is not covered by the authorized wardrobe for an associate’s assigned position, worn as intended, and that cannot be
concealed in one of the following authorized manners: (1) excluding the hands, neck, head and face, tattoos may be concealed with cosmetic makeup,
bandages (except where prohibited by health codes), or tat sleeves, all of which must match the skin tone or uniform of the associate; (2) in many cases, tattoos
may also be concealed by wearing a plain, long-sleeved T-shirt that is color-coordinated with the associate’s wardrobe.
9
APPEARANCE STANDARDS
Personal Electronic Equipment - Personal cell phones, pagers,
radios, iPods®, MP3 players, smart watches, 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 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 associate, 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 that coordinate with
your uniform are permitted. In addition, sunglasses of a conservative
style that coordinate with your uniform may be worn outdoors while
on duty. However, extreme designs, prominently-displayed brand
names, multicolored, narrow wrap-around, or reflector/mirror-type
glasses are prohibited. Extreme colors and styles of contact lenses
are also prohibited.
Shoes - For most jobs, smooth leather or simulated leather, athletic
sport shoes (no hi-tops) with a slip resistant sole are required.
Shoes must always be clean and in good repair. Check with your
department for further details.
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 associates 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.
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.
All associates 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.
Uniforms & Accessories - Your personal appearance makes a
big impression on our guests. Below are guidelines regarding
your uniform:
• You MUST wear a clean, neat uniform every day.
• Uniforms are to be worn as issued. Associates 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 plain colored crew neck t-shirt, without logos,
that coordinates with your wardrobe. Short-sleeve t-shirts may
not 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 associates must wear appropriate undergarments.
• Associates 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 associate.
• A coordinating belt is to be worn with the uniform when required.
• Pants and shorts must be worn at the associate’s natural waist;
“sagging” is not permitted.
• Certain positions require a Cedar Fair regulation hat. Associates
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, is to be worn
while off duty, except while going to and from work.
• Gum chewing on-duty, or any time you are in view of guests,
is not permitted.
• Due to close contact with guests and co-workers, proper
hygiene is necessary. This includes avoiding the use of
excessive or strong scents.
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 associate. 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.
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 associates 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.
Non-Uniformed Associates
All associates 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.
Your clothing should be selected as though you planned for any
business situation that might arise; therefore, shorts, halter
10
APPEARANCE STANDARDS | SAFETY GUIDELINES
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
body modifications on the previous page also applies. If you have
questions about appropriate business attire, you should speak with
your supervisor.
SAFETY GUIDELINES
What Are Safety Data Sheets?
Note: This information was formally published in a different format
called Material Safety Data Sheets.
The Safety Data Sheet (SDS) is an information form completed by the
manufacturer of a chemical product.
THE SDS INCLUDES SOME OR ALL OF THE FOLLOWING:
• Identification (product name, recommended use, essential
contact information of manufacturer)
• Hazard Identification of the chemical, and precautions—
including a signal word (either Danger or Warning), and symbols
Safety Guidelines
Hazard Communication Standard
Your Right To Know About Chemicals In The Workplace
This section has been developed to provide each Cedar Fair
associate with important information about the use of chemicals
in the workplace. Please read it carefully. Your safety, the safety of
your fellow associates and the safety of our guests is of the utmost
importance to the management of Cedar Fair.
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 associates who might be
exposed to any hazardous material in their workplace.
THE STANDARD REQUIRES THAT:
• The employer maintain a comprehensive inventory of all
hazardous materials in the workplace.
• Safety Data Sheets (SDS) for all chemicals in the workplace be
accessible to any associate who may come in contact with a
particular chemical.
• All containers must 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
the workplace is complying with The Hazard Communication
Standard.
• Associates must be advised about The Hazard Communication
Standard, and how to locate and utilize the SDS’s for chemicals
in their work location.
• Associates must 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.
Cedar Point Soak City | Tube Slides
• Information about the ingredients and composition of the
chemical
• First Aid measures to be taken if someone is exposed to the
chemical
• What to do in case of fire involving the chemical
• Steps to take if the chemical is accidently spilled or released
• How to safely handle and store the chemical
• The steps to take and protection to wear to avoid being exposed
to the chemical
• Physical and chemical properties of the product
• How the chemical will react to the elements
• Toxicological information
• Ecological information
• How to dispose of the chemical
• How to transport the chemical
• Safety, health and environmental regulations regarding the
chemical
• Other information such as Hazard ratings and when the SDS
was written or revised
SDS’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.
Chemicals in the Workplace
There are over 500,000 chemicals in the workplace, 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 workplace.
Carowinds | Afterburn
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California’s Great America | Pop Fusion
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.
TIPS FOR THE SAFE USE OF CHEMICALS IN YOUR WORKPLACE:
• 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 is not 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 SDS 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. Do not pile
containers together haphazardly.
The information in this section is to advise you of the “Hazard
Communication Standard” and the use of chemicals in the
workplace. 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 Safety Data Sheets
(SDS) 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.
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.
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 a chronic effect is the respiratory problems
caused by smoking.
SOME FORMS OF CHEMICALS WITH WHICH YOU ARE LIKELY TO
COME IN CONTACT 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.
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.
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.
Michigan’s Adventure | Peanuts™
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 associate accident may have the risk of
exposing you to disease. Federal OSHA requires that associates
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.
Knott’s Soak City - Orange County | Tidle Wave Bay
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Canada’s Wonderland | Vortex®
SAFETY GUIDELINES
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 associates have been trained
and have equipment to clean up blood spills. Remain in the area to
barricade/prevent guest and associate 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 associate is permitted to touch spilled
blood or bloody material following an injury or accident. If 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.
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.
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, 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. Keep 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. 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.
Emergency Preparedness
Emergency situations such as an earthquake, a tornado, a flood,
power failures, or a fire can occur at any time. It is important that all
associates understand their role in an emergency situation, and are
ready to respond quickly and efficiently in any crisis. For this reason,
all Cedar Fair parks have developed an Emergency Action Plan (EAP);
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 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 his/her 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 associates are to report in the event of an
emergency.
Please contact your supervisor if you have any questions regarding
the Emergency Action 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.
SAFETY GUIDELINES
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.
Proper Lifting Procedures
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 of our associates 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.
HEAT RELATED HEALTH PROBLEMS YOU NEED TO KNOW:
Sunburn – We are 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, do not 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
California’s Great America | Gold Striker®
Canada's Wonderland | Dinosaurs Alive!
13
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.
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.
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.
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 within 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 associates during meal and rest
periods. A 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 its intended purpose (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
Associates 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.
Personal Protective Equipment
Carowinds | Boo Blast!®
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Cedar Point | Blue Streak
ASSOCIATE CONDUCT
SAFETY GUIDELINES | ASSOCIATE CONDUCT
that this relationship is not always mutually satisfactory. It should
be remembered that employment with Cedar Fair is at the mutual
consent of the associate and the employer and is not for a specified
period of time. Consequently, either the associate 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.
Smart Safety Rules
• Do not wear dark, tight-fitting clothes.
• Do not 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
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 work
day be about equal to the amount of sweat produced. Do not 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.
Sunscreen
Always use an appropriate sunscreen when working outdoors. Hats
and sunglasses that meet Cedar Fair’s grooming standards are also
recommended.
Associate 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. Associates who engage in
unacceptable behavior or whose performance is unsatisfactory,
as determined by the Company, are subject to disciplinary action.
Associates are expected to keep interactions with guests and
other associates 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 associates “at will”
as explained previously.
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
associates 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 associates, in person, by phone,
electronically, on-line, or in any public forum.
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
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.
Associate rules of conduct are as follows and prohibit:
1.Violating the Company’s Harassment and Discrimination 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 associate 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 associates 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.
Associate Conduct
Employment Policy
All Cedar Fair associates are “at will” associates 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
Cedar Point | Top Glo
Worlds of Fun | Timber Wolf®
15
Wildwater Kingdom | Liquid Lightning Slide
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
associate’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.
3 3.Failure to comply with department, division and Company
operating procedures and policies.
3 4.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
associate or guest or any action in violation of the Company’s
Workplace Security policy.
Progressive Discipline
At Cedar Fair, we utilize a progressive discipline system. This system
is used for managing associate performance concerns and achieving
improved performance through the use of increasingly serious
contacts between associate 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.
Discipline may be initiated for a variety of reasons including, but
not limited to, violations of Cedar Fair’s Associate 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 associate’s performance record.
It should be remembered that employment is for an unspecified term
and is at the mutual consent of the associate 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.
Investigative Suspension
Violation of Company policy may result in immediate termination or
suspension of the associate, without pay, pending an investigation or
review of the circumstances surrounding the violation.
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 associate 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, associates or
vendors.
10.Violating the Company Drug and Alcohol Abuse policy which
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
associate’s ability to perform work.
11.Immoral, indecent or disorderly conduct on or off the premises
when the associate 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 associates.
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 associate, the Company, clients or guests.
22.Clocking in or out for another associate.
2 3.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.
Knott’s Berry Farm | Super Scream
Canada’s Wonderland | WindSeeker
16
Valleyfair | Wild Thing®
HARASSMENT & DISCRIMINATION POLICY
Harassment & Discrimination Policy
• 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, microblogs, and social media, or otherwise)
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 associate must treat all others with respect, dignity and
professionalism. Deviation from that standard will not be tolerated.
Whether or not the offending associate 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 associates, whether recipients or mere observers, could
reasonably be offended by comments or conduct which are sexual
in nature.
Our workplace 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. Associates or guests 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 associate of an employment opportunity by
limiting, segregating or classifying the associate 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 associate or guest for truthfully
complaining about or reporting prohibited behaviors.
Cedar Fair strives to provide a work environment where all
associates can work together comfortably and productively,
free from harassment and discrimination. Cedar Fair prohibits
harassment of or discrimination against any of its associates and
guests, regardless of whether that harassment or discrimination
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.
Prohibited harassment or discrimination may include, but is not
limited to, retaliation against an associate or guest for truthfully
complaining about or reporting prohibited behaviors, epithets, slurs,
derogatory comments or jokes, intimidation, negative stereotyping,
threats, assaults or any physical interference with the associate’s
normal work or movement, directed at an individual associate,
their relatives, friends, associates or guests. 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 workplace that denigrates, or shows hostility or
aversion towards an individual or group, including guests, because of
the characteristics identified above.
Whether or not the offending associate 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 associates, 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.
Sexual Harassment
Cedar Fair is also committed to providing a workplace 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.
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)
Canada’s Wonderland | Behemoth®
HARASSMENT & DISCRIMINATION POLICY
Valleyfair | Excalibur
17
Gilroy Gardens | Swan Ride
All associates should also remember that the Company maintains
a strict policy against unlawful harassment of any kind, including
sexual harassment.
Complaint Procedure
If an associate believes he or she has been harassed by any
company associate, guest, vendor, or other business contact, the
associate should review the perceived harassment with the offender.
If the associate is uncomfortable in doing so, the associate 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 associate feels uncomfortable
about making a report to that supervisor, the associate 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.
Cedar Fair will neither retaliate, nor will it tolerate retaliation, against
associates who complain in good faith about harassment in the
workplace 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.
Honesty Policy
You are now part of an organization in which all associates 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.
Although temptations could exist for associates 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 associates, guests or suppliers. This includes, but is
not limited to, making false reports, statements, or claims.
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 associate ID card; misuse or resale of associate 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.
Associates 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.
All associates 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.
Non-Fraternization
The Company desires to avoid misunderstandings, complaints of
favoritism, possible claims of sexual harassment and the associate
morale and dissension problems that can potentially result from
personal or social relationships involving supervisory staff and
subordinate associates. Therefore, managers and supervisors
are prohibited from fraternizing, dating or becoming romantically
involved with any subordinate reporting directly or indirectly to them.
Any associate who wishes to fraternize, date or become romantically
involved with another associate 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 associates.
This may include the transfer of one or both of the associates to
another department or position. Violation of this policy may result in
disciplinary action for one or both associates, up to, and including,
termination of employment.
Dorney Park | Talon®
18
DRUG & ALCOHOL ABUSE POLICY
Drug & Alcohol Abuse Policy
Cedar Fair prohibits seasonal associates 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.
B. Legal Drugs - Associates 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.
Associates are responsible for informing their managers of the
drug’s possible effects on performance and expected duration
of use. In the event an associate is using a prescribed drug that
could adversely affect work performance, the associate may
be granted a sick leave, temporary leave of absence, or may be
required to comply with other actions deemed appropriate by
the company.
C. Illegal Drugs - The use, sale, purchase, transfer or possession
of an illegal drug or drug paraphernalia by any associate 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 associate 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 associate, affects an associate’s job performance,
generates publicity or circumstances adversely affecting Cedar Fair
or its associates, or results in a criminal conviction.
III. Medical Testing
Associates 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 associate 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 associate. 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.
If a medical test shows the presence of alcohol, an illegal drug or a legal
drug, the use of which the associate has not notified the Company, the
Company will request a confirmation test to ensure the accuracy of the
test results. The associate may have a second confirmatory test of the
same sample conducted, at his or her own expense. The associate may
also submit information to rebut the results.
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 associates and guests
visiting our premises. The purpose of this policy is to inform all
associates 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.
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 associates.
Definitions:
• Under the influence means that the associate 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
associate’s system which constitutes “under the influence” will
vary from case-to-case and may be determined in consultation
with medical authorities, when appropriate.
• 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.
• 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 performancealtering effect which the associate 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.
• 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. 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 associate’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.
Canada’s Wonderland | All Wheels Extreme
DRUG & ALCOHOL ABUSE POLICY | GENERAL POLICIES
Cedar Point | Top Thrill Dragser®
19
Wildwater Kingdom | Splash Landing
• 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 associate 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.
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 associate 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.
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 associate housing areas,
where it has reasonable suspicion to believe an associate is under
the influence of drugs and/or alcohol, if the associate is involved in
a work-related accident or if the associate is observed possessing,
selling or using a prohibited substance. Additionally, searches
of associates, their personal property and their vehicles may be
conducted when there is reasonable suspicion to believe that
the associate is in violation of this policy. An associate’s consent
to a search of personal property may be required. However, the
associate’s refusal to consent under the conditions outlined in this
paragraph may result in disciplinary action, including suspension
without pay or termination.
VI. Associate Assistance
Any associate 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 associates desiring medical assistance from
community health agencies. An associate 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
associate has sought or is receiving assistance.
General Policies
Absenteeism, Tardiness & Early Departure
Our guest experience is complete only when all associates are in
their work areas. As such, the Company expects all associates 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.)
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.
Worlds of Fun | Patriot®
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,
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,
Carowinds | Carolina Railroad
20
Kings Dominion | Dominator
GENERAL POLICIES
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 associates should apply when using
electronic media and services.
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 Company
paid 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.
Associates 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 associates’ business use. Limited, occasional, or incidental use
of electronic media (sending or receiving) for personal, non-business
purposes is understandable and acceptable. However, associates
are expected to demonstrate a sense of responsibility and not abuse
this privilege.
Associates 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.
Access to Associate Communications
Associates 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 associate’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.
directors, officers, associates 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.
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.
Associate Entrances
Associate entrances are for use by associates only. If nonassociates are required to enter an amusement area, proper
arrangements must be made with your supervisor and Security.
Escorting non-associates through associate entrances without
proper authorization is prohibited and will result in disciplinary
action, not to exclude termination. Non-associates are not allowed
in associate break rooms or cafeterias without appropriate
management approval and are not permitted to purchase food
or drinks in associate cafeterias; nor are associates permitted to
purchase food or drinks in associate cafeterias for non-associates.
Cash Handling Policy
All associates 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. Associates working in
cash handling locations will be instructed on where to place their
personal money and belongings during their shift. Associates in
violation of this policy will be subject to disciplinary action up to and
including termination.
Company Telephones/Associate 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.
Associates 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.
Associates 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 associate who attempts to
disable, defeat, or circumvent any Company security facility may be
subject to immediate dismissal without prior warning.
Associates 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, associates are prohibited from engaging in, or attempting
to engage in:
• monitoring or intercepting the files or electronic communication
of other associates;
• 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.
Electronic Communication 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 associates
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 associates
should remember that electronic media and services provided by the
Company are Company property and their purpose is to facilitate and
support Company business.
21
GENERAL POLICIES
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.
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. Associates
should schedule communications-intensive operations such as large
file transfers, video downloads, mass e-mailings, and the like for
off-peak times.
Associates 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 associates and/or guests with emergency medical or
security personnel without the written consent of management,
unless the associate 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 associate may use Company facilities to download or distribute
pirated software, music, games, or data, or to play games against an
opponent over the Internet.
Associates 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.
Participation in On-Line Forums
Associates 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 associates 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, associates 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, associates will be held responsible and
may be disciplined for any illegal material relating to Cedar Fair or its
customers, suppliers, associates, affiliates or competitors.
The Company retains the copyright to any material posted to any
forum, newsgroup, chat or web page by any associate in the course
of his or her duties.
Cedar Fair actively monitors on-line discussions. Associates 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.
Legitimate inquiries about the Company should be referred to the
appropriate Company officials. Associates 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.
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 associate’s spouse, parents,
children, stepchildren, brother, sister, niece, nephew, aunt, uncle,
father-in-law, mother-in-law, sister-in-law, brother-in-law, daughterin-law, son-in-law, and any other member of the associate’s
household. These criteria will also be considered when assigning,
transferring, or promoting an associate. An associate 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
associates 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 associates may transfer. If
accommodations of this nature are not feasible, it may be necessary
for one of the associates to resign. Exceptions to this policy must be
approved by Cedar Fair’s President and CEO, or the President and
CEO’s designee.
Employment Reference Checks
It is the policy of Cedar Fair to quote an associate’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
associate’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.
This policy governs all aspects of employment at Cedar Fair, including
hiring, assignments, training, promotions, compensation, associate
benefits, associate discipline and discharge, and all other terms and
conditions or privileges of employment.
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 associate or applicant, unless to do so would create
an undue hardship upon the Company. An associate 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 associate
on the basis of merit and qualifications. Cedar Fair will make every
effort to ensure that both the letter and spirit of the laws prohibiting
employment discrimination are fully implemented in all our working
relationships. Any associate or applicant who believes he or she has
been subjected to unlawful discrimination should be directed to the
Director of Human Resources.
22
GENERAL POLICIES | JUST FOR YOU
GENERAL POLICIES
When off-duty, you can visit the Park by showing your ID card
at the designated entrance. Entrance through any other gate is
unauthorized. Associates are not permitted off-duty visits for a
specially ticketed event without a pre-purchased special event
ticket. Failure to enter the Park through proper procedures may result
in disciplinary action, up to and including termination of employment.
Cedar Fair parks offer various Company-sponsored recreational
and social activities for associates. Associate 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.
Games-Restriction on Playing
Associates 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. Associates 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.
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 associates.
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.
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 associate feels that an improper deduction has
been made or that the associate’s pay is incorrect, the associate
should notify Human Resources. If it is determined that the associate
has been paid improperly, the associate will be reimbursed or
arrangements will be made to correct overpayment.
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 associates are also provided desks for their use
during work. Although lockers and desks are made available for the
convenience of associates at work, associates 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.
Personal Property
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.
Off-Duty Park Visits & Activities
One of your privileges as an associate 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.
1.Do not distract or associate with other associates who are
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
Associate 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.
Dorney Park | Hydra
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
Kings Dominion | The Crypt
23
THE USE OF A HANDHELD CELLULAR TELEPHONE OR OTHER
PERSONAL ELECTRONIC DEVICES IS PROHIBITED:
a.While operating any motor vehicle, including an associate’s
personal vehicle, while on company business.
b.While operating a company-owned, leased or rented vehicle,
whether or not on company business.
Solicitation/Distribution
Working time is of course, for work. Each associate must strictly
observe the following basic, common-sense policies.
1.An associate may not solicit another associate for any non-work
related purpose or distribute any non-work related printed or
electronic material to any other associate for any purpose at
any time during either associate’s working time. (Working time
includes any time that an associate “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 associate
is properly not engaged in performing his or her work tasks.)
Prohibited solicitations include, without limitation, collections
for other associates during working time, catalog, raffle ticket or
other sales during working time; charitable or union solicitations
during working time; and distribution of literature of any kind
during working time.
2.Associates may not distribute any non-work related written,
printed or electronic materials in any working area at any time.
3.Associates are permitted to visit the park, ride rides, and attend
shows etc. when they are off duty. However, off-duty associates
are not permitted to visit any working areas associated with
the park that are not accessible to the general public (except,
associates may report for work a reasonable time in advance of
the start of their scheduled work times).
4.Non-associates 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 associate
may not invite or encourage any non-associate to engage in
conduct which would violate this rule.
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.
Just For You!
The Cornerstone Pin
Cedar Fair has a special program to recognize those associates
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 associates. Associates
are nominated by supervision for this special award.
Uniformed Services Employment & Reemployment
Rights Act (USERRA)
Granted to associates 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.
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, contact Human Resources.
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 Human Resources Department
for more detailed information.
Surveillance
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 associate’s activities using
fixed and mobile video cameras, secret shoppers and auditors,
security software and/or other electronic means permissible by
law. Associates 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.
Vehicle Usage Policy
Cedar Fair maintains company vehicles for use by associates
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.
Associates 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.
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.
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.
Federal Family Medical Leave Act (FMLA)
The FMLA generally grants eligible associates 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 associate for adoption or foster care; care of a spouse,
child, or parent with a serious illness; or, a serious health condition
of the associate that renders the associate incapable of performing
Castaway Bay | Wave Pool
24
JUST FOR YOU
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.
Notices describing applicable federal, state, and local leave
requirements are posted at Cedar Fair properties. The info
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.
his or her job. Leave to care for a wounded service member or for
active duty or call to duty are also covered under the FMLA although
subject to different maximum leave durations.
To be eligible for FMLA leave, the associate must have worked for
the Company for a minimum of 12 months. These 12 months do not
have to be consecutive. The associate must also have worked 1,250
hours during the preceding 12-month period. Cedar Fair uses the
rolling 12-month method of calculating an associate’s FMLA leave
entitlement, depending on the type of leave requested. An associate’s
current leave entitlement is reduced by the amount of FMLA leave
taken during the 12-month period, as required by the FMLA.
The Company requires each associate requesting FMLA leave to
provide reasonable advance notice and to make an effort to schedule
leave so it does not unduly disrupt Company operations.
Jury Duty
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.
If the need for the requested leave is foreseeable, an associate 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 associate must provide notice of the need for
the leave either the day the associate becomes aware of such need
or the next business day. The associate should complete a “Request
for Leave of Absence” form (available in Human Resources).
When the need for FMLA leave is not foreseeable, the associate
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 associate
fails to provide timely notice, he or she may have the FMLA leave
request delayed or denied and may be subject to disciplinary action.
Associates will also be required to provide documentation to
qualify the leave. For example, an associate with a serious health
condition must provide written certification from the treating health
care provider. In California, this leave is granted separately from a
pregnancy disability medical leave.
An associate who takes FMLA leave will not lose any seniority or
employment benefits that accrued before the date the leave began.
While the associate is on leave, the Company will continue the
associate’s medical benefits at the same level and under the same
conditions as if the associate had continued to work. Associates are
responsible for making their normal associate contributions while
on a leave of absence. If the associate chooses not to return to work
for reasons other than a serious health condition, the Company may
require the associate to reimburse it the amount the Company paid
for the associate’s health insurance premium during the leave period.
The Company may require periodic updates as to the associate’s
status during leave. An associate on leave for his or her own serious
health condition must provide a fitness-for-duty certification
addressing the associate’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 associate to active status.
An associate 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 associate whose leave
extends beyond his or her FMLA leave entitlement is not guaranteed
reemployment. However, as long as the associate returns at the end
of his or her approved leave the Company will make a reasonable
effort to place the associate in a vacant position for which he or she
is qualified, at an appropriate rate of pay and status 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
Witness Testimony
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.
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.
JUST FOR YOU
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.
• 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.
1-877-BE-THERE (English)
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.
For more information regarding the Job Posting program at your park,
please contact Human Resources.
1-877-379-3819(Espanol)
1-800-563-2441 (TTY)
P.O. Box 997017 Sacramento, CA 95799-7017
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.
Paid Family Leave
Domestic Violence Leave/Sexual Assault
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.
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.
Kings Dominion | Woodstock Whirlybirds
25
• You are not suffering a loss of wages
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. Associates 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 associates. All
associates are eligible to apply for these positions.
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 associate in good standing in
terms of your overall work record.
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 to victims of domestic violence or sexual assault in order to
take time off for:
• court appearances
• to obtain or attempt to obtain a restraining order or other
injunctive relief;
• medical attention;
• legal assistance;
• service for shelter, program or rape crisis center;
• psychological counseling; and,
• 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,
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.
• You are not working or looking for work at the time you begin
your family leave
Job Posting Program
Parent/Guardian Time Off Act of Suspended Pupil
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.
You may not be eligible for benefits if:
• You receive State Disability Insurance, Unemployment
Compensation, Insurance, or Worker’s Compensation
Nursing Mothers
Literacy Assistance Leave
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.
Drug & Alcohol Leave
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.
Cedar Point Soak City | Breakers Bay Wave Pool
26
Michigan’s Adventure | ThunderHawk®
EMPLOYMENT AND INCOME VERIFICATION | THE WORK NUMBER
Employment & Income Verification
The Work Number is an automated service that provides you with
the ability to quickly provide proof of your employment or income.
You benefit from having control of the process, since you authorize
access to your information. The Work Number provides verification
services to over 80 million employees. It is widely known to mortgage
lenders, banks, apartment complexes and others who may need
proof of your employment or income, and it is easy for them to use.
It is the policy of Cedar Fair to protect the privacy of each associate.
Organizations who wish to verify the employment of a Cedar
Fair current or past associate will use an automated external
employment verification service designated by Cedar Fair. Cedar
Fair uses The Work Number® to provide automated employment and
income verifications on our associates.
The Work Number can be used anytime, anywhere —
available 24 hours a day, 7 days a week.
Employment and income verifications may be required when
applying for a mortgage or loan, for reference checking, leasing an
apartment, establishing credit, or any other instance where proof
of employment or income is needed. The individual associate is
responsible for authorizing the release of this information to the
verifying organization.
HOW TO USE THE WORK NUMBER
For Proof of Employment:
Step 1) Give the person needing proof of your employment,
the verifier, the following information:
• Your Social Security Number:
❏❏❏–❏❏–❏❏❏❏
• Cedar Fair Employer Code: 11409
• The Work Number Access Options for Verifiers:
Option a) www.theworknumber.com
Option b) 1-800-367-5690
CEDAR FAIR EMPLOYER CODE: 11409
INFORMATION FOR ASSOCIATES
The Work Number Access Information
www.theworknumber.com
1-800-367-2884
For Proof of Employment Plus Income:
Start by creating a Salary Key. A Salary Key is a six-digit number that
allows one-time access to your salary information. Here’s how to create
a Salary Key:
INFORMATION FOR VERIFIERS
The Work Number Access Information
www.theworknumber.com
1-800-367-5690
Step 1) A
ccess The Work Number either via the Web or telephone:
a) www.theworknumber.com
b) 1-800-367-2884
Step 2) Select the Employee option and Login. To Login, have the
following information:
• Cedar Fair Employer Code: 11409
• Y our Social Security Number:
❏❏❏–❏❏–❏❏❏❏
• Your PIN (last 4 digits of your
Social Security Number)
Step 3) S
elect the “Create a Salary Key” option and prepare to
write down the six-digit number
Step 4) Give the person needing proof of your employment plus
income, the verifier, the following information:
• Your Social Security Number:
❏❏❏–❏❏–❏❏❏❏
• Cedar Fair Employer Code: 11409
• Your Salary Key (from Step 3):
• The Work Number Access Options for Verifiers:
a) www.theworknumber.com
b) 1-800-367-5690
*Public Service Agencies please visit “Social Services”
via the web at www.theworknumber.com or call 1-800-660-3399.
INFORMATION FOR SOCIAL SERVICES AGENCIES
The Work Number Access Information
www.theworknumber.com
1-800-660-3399
THE WORK NUMBER CLIENT SERVICE CENTER
The Work Number Customer Service
Monday – Friday: 7:00 a.m. – 8:00 p.m. (CST)
1-800-996-7566
1-800-424-0253 (TTY-Deaf)
All employment and income verification requests must use this
automated service. Cedar Fair will provide Federal, State, and local
government agencies any associate information required by law.
As an associate of Cedar Fair, you may handle a variety of
confidential matters regarding other associates, clients, and other
information. When doing so, it is your responsibility to respect
the highest level of privacy for your fellow associates. Associates
are prohibited from releasing employment or income verification
information. This policy is designed to protect the company and
associate from any potential liability.
Cedar Fair Entertainment Company uses The Work Number®
to provide automated employment and income verifications
on our associates.
© 2014 Dale Earnhardt, Inc. Intimidator™ and Intimidator™ 305 takes its names from Dale Earnhardt, “the Intimidator”
Cedar Fair Entertainment Company ® © 2014 Peanuts Worldwide LLC, peanuts.com © 2014 Cedar Fair, L.P. CF14-059
The Work Number
Buying a Home? Renting an Apartment? Leasing a Car?
Establishing Credit? Applying for a Loan? Purchasing a Car?
27
SCHEDULING, BREAKS AND PAYROLL
Work Schedules
• Rest periods are paid by the Company and should be recorded
on your rosters.
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.
• Meal periods are unpaid time. You must clock out and in for your
meal periods on the telephone.
• 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.
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.
• 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.
• Falsification of time-records either in the timekeeping
system or on break cards is strictly prohibited.
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 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.
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.
Changing Scheduled Days Off
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.
If you prefer to exchange days off with another similarly qualified
Associate, you may do so according to the following steps:
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.
• 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.
Break and Meal Periods
• 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.
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:
Inclement Weather
If there is one thing no one can control, it is the weather. Inclement
weather affects all our operations, and your schedule for that day
could be changed. Great America tries to keep all operations open
if possible so we do not disappoint our guests. However, when it is
raining, it may be necessary to close some attractions for safety’s
sake. This means that your work schedule may be revised. When it is
raining or there is a possibility of rain, it is YOUR responsibility to call
your supervisor for work. If you report to work without first calling
and your shift has been canceled, you will not be paid.
• Employees must clock in and out for their shift and meal periods.
• Break periods are 15 minutes in length. Employees receive
a rest period for every four hours of work or major portion of
four hours.
• Meal periods are 30 minutes in length. Meal periods will be
scheduled for any day in which an employee works more
than 5 hours (If an employee needs to take more than one
meal period, the next meal period must begin no more than
5 hours from the end of the prior meal period).
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:
• 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.
• 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.
• Meal periods must begin before an employee finishes
5 hours of work.
• Your supervisor will schedule meal and rest periods.
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SCHEDULING, BREAKS AND PAYROLL | IMPORTANT PARK PHONE NUMBERS
SCHEDULING, BREAKS AND PAYROLL
Overtime
• 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.
CURRENT indicates the amount of pay or deductions for
the pay period.
DEDUCTIONS indicate items deducted from your pay:
Associate Services x2643
Employees in hourly non-exempt classifications will receive
overtime pay for:
FICA OASDI — old age, survivors and disability insurance
(social security).
Associate Lost & Found x2643
Cash Control x2462
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.
FEDERAL — federal tax.
Cornerstone Café x9831
FICA-HI — federal health insurance (social security).
Emergency (in Park phone) STATE — state tax.
Entertainment 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.
Mandatory Payroll Deductions
First Aid (non-emergency) Pay Periods
SHIFT — SHIFT refers to the time of day you are scheduled to work.
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.
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.
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.
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.
Depending upon projected guest attendance and your availability,
your schedule may vary from week to week.
Direct Deposit
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:
• 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.
• 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.
Minor Work Regulations
Returning Associates: Be aware that direct deposit information does
not carry over from one season to the next.
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.
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.
29
x8161
911
x8830
x8515
x4111
x5853
Guest Services x8848
Guest Lost & Found x8840
Human Resources x5825
Information Services x2320
Lost Parents x8827
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.
Park Operations x8000
Time and Attendance System
Payroll x5817
Resale Office x9910
Records (Human Resources) x5883
Rides x8819
Security (Post 4) x8734
Security (non-emergency) x8751
Park Operator 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.
(TAS) Basic Instructions
Your department training will include specific instructions on how to
use the system. Below are basic instructions:
• 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)
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.
• You will then be given several options. Select the appropriate
option number:
Explanation of Pay Advice
“PRESS 2 TO START BREAK”
ORIENTATION PAY — pay for attending Orientation.
Guest Information (408) 988-1776
Group Sales Payroll Distribution
REGULAR PAY — hours worked times your pay rate.
Admissions 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.
• Dial extension 3030 from your work location phone
EARNINGS list each type of pay you have received during
the year.
California’s Great America
Main Phone Number YEAR TO DATE indicates the amount of pay and deductions for the
year.
To sign up, simply complete a Direct Deposit Authorization form,
available in Human Resources.
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.
Important Park Phone Numbers
HOURS indicate the number of hours worked for the pay period.
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.
• Enter your User ID Number (the Number on your ID Card)
“PRESS 1 TO START SHIFT”
“PRESS 3 TO END BREAK”
“PRESS 4 TO END SHIFT”
With practice, you will be able to dial through the menu without
having to wait for each voice prompt.
30
0
Safety Office x8500
Station 1/Dispatch x5555
Theft Hotline x2255