Windsor Capital Group, Inc.
Windsor Capital Group, Inc. January 1, 2015 6/1/2012
i
TABLE OF CONTENTS
WELCOME to OUR TEAM 1
2
ABOUT OUR COMPANY 3
PURPOSE OF THE HANDBOOK 4
OWNER RELATIONS PHILOSOPHY 5
6
COMPANY PHILOSOPHY CREED
6
EMPLOYEE MISSION STATEMENT 6
7
EMPLOYEE VALUES
8
EMPLOYEE RELATIONS PHILOSOPHY 8
GUEST RELATIONS PHILOSOPHY 8
8
COMPANY MISSION STATEMENT 10
11
INTRODUCTORY POLICIES 12
13
EQUAL EMPLOYMENT OPPORTUNITY (EEO)
14
NO HARASSMENT
16
COMPLAINT and PROBLEM-SOLVING PROCEDURE 17
18
SUMMARY OF DRUG AND ALCOHOL POLICY 18
18
INTRODUCTORY PERIOD 18
19
VERIFICATION OF EMPLOYMENT ELIGIBILITY 19
19
COMPANY BENEFITS 6/1/2012
YOUR PAY
MEDICAL, DENTAL and VISION INSURANCE
LIFE INSURANCE AND AD & D
SHORT-TERM DISABILITY (STD) AND LONG-TERM DISABILITY (LTD) BENEFITS
OTHER BENEFITS AND DISCOUNTS
EMPLOYEE CAFÉ
REASONABLE ACCOMMODATIONS/MODIFIED JOB DUTIES
SOCIAL SECURITY INSURANCE
WORKERS’ COMPENSATION ii
Windsor Capital Group, Inc.
BEREAVEMENT LEAVE 20
CIVIC RESPONSIBILITIES 20
FAMILY AND MEDICAL LEAVE ACT 21
MILITARY-RELATED FMLA LEAVE 26
PERSONAL LEAVE OF ABSENCE 28
MILITARY LEAVE OF ABSENCE 29
PRIOR SERVICE CREDIT 29
COMPANY POLICIES AND PROCEDURES 30
EMPLOYEE STATUS 30
WORK SCHEDULE 31
ABSENTEEISM AND TARDINESS 31
BASIC WORK RULES 32
JOB RESPONSIBILITIES 37
OUTSIDE EMPLOYMENT 37
OVERTIME 38
MINIMUM PAY POLICY 38
TIMEKEEPING PROCEDURES 38
MEAL AND REST PERIODS 39
TIP REPORTING 39
ELEVATORS 39
BULLETIN BOARDS 40
BUSINESS RECORDS 40
CHANGES IN PERSONAL INFORMATION 40
PROTECTION OF THE COMPANY’S TRADE SECRETS AND CONFIDENTIAL INFORMATION 40
GUEST CONFIDENTIALITY 41
CONTACT WITH GOVERNMENTAL AGENCIES 41
ELECTRONIC COMMUNICATIONS 42
INSPECTION OF WORK AREA 44
NO WEAPONS 3 44
Windsor Capital Group, Inc. 6/1/2012
RECORDING FOR EVALUATION PURPOSES 44
KEY CONTROL 44
HOUSE BANK/CASHIER PROCEDURES 45
CELLULAR PHONES & OTHER COMMUNICATION DEVICES 45
PERSONAL COMMUNICATIONS, WEBSITES & BLOGS 46
SAFETY AND REPORTING OF ACCIDENTS 47
GUEST INJURIES 48
EMPLOYEE INJURIES 48
UNAUTHORIZED RECORDING 48
USE OF COMPANY PROPERTY AND EQUIPMENT 49
VEHICLE AND DRIVING REQUIREMENTS 49
WORKPLACE CHEMICALS 50
WORKPLACE SECURITY 51
PERSONAL APPEARANCE 51
PERSONAL APPEARANCE STANDARDS – FEMALE 52
PERSONAL APPEARANCE STANDARDS – MALE 53
EMPLOYMENT OF RELATIVES 55
COMPANY RELATIONSHIPS POLICY 55
DISCIPLINE AND RULES OF CONDUCT 55
PERSONAL MAIL 56
EXIT INTERVIEW 57
NOTICE OF RESIGNATION 57
TO SUM IT ALL UP 57
Windsor Capital Group, Inc. 4 6/1/2012
Introduction to Windsor Capital Group, Inc
Tobias - background of something Pictures of our hotels maybe / our logo and then verbiage spoke
below intro video. Yellow Highlights
WELCOME to OUR TEAM
a message from our FOUNDER and CEO, Pat Nesbitt
Welcome to Windsor Capital Group, Inc! We are pleased that you are joining us and we
know that your contributions will assist us in remaining a leader in this community and in our
industry.
As an employee of Windsor Capital Group, Inc. (“Windsor Capital”, “WCG” or the
“Company”), you will want to know what you can expect from us and what we expect from you.
This handbook will give you that information by outlining many of our Company’s current
benefits, practices and policies. Please note that any handbook cannot be expected to cover
every detail of your employment with the Company. Employees should be aware that WCG has
policies and procedures other than those included in this handbook.
Please keep your copy of the WCG handbook as a guide and ready reference throughout
your employment here. Questions as you read, do not hesitate to discuss them with your
supervisor.
*add this as Windsor Capital Group, Inc. reserves full discretion to add to, amend, expand, modify, or
small delete provisions of this Handbook, or the policies and procedures on which they may be based,
disclaimer at
the end . at any time, without advance notice. Reasonable efforts will be made to advise employees of
policy changes. Windsor Capital Group, Inc. further reserves the right to make exceptions to
the policies and procedures set forth in this Handbook, at any time, without advance notice, its
sole and absolute discretion.
After you have watched the video, read the handbook, and had your supervisor answer
your questions you will sign the Acknowledgement.
On behalf of Windsor Capital Group, Inc. and your Hotel, we are pleased to have you
join our team. You are part of an organization dedicated to excellence, integrity, and quality of
service. We thank you for joining the WCG Team!
Sincerely,
Patrick M. Nesbitt
Chairman & Chief Executive Officer
Page 1
Skip for the moment I think we have a better one somewhere and it may be placed somewhere else.
ABOUT OUR COMPANY
Patrick M. Nesbitt, Sr. is the Founder, Chairman and CEO of Windsor Capital Group,
Inc., located in Santa Monica, CA. Mr. Nesbitt started his real estate career at the age 13,
rehabilitating residential projects in his hometown Detroit, Michigan. Mr. Nesbitt later received
his undergraduate degree from the United States Air Force Academy, a Master’s Degree from
University of Michigan, and a J.D. degree from Whittier College.
In 1977 Mr. Nesbitt formed a partnership with a local developer to develop restaurant
sites for his own portfolio. He later expanded his expertise to include the acquisition of shopping
centers, multi-family housing projects, multi-use commercial properties which were economically
enhanced through redevelopment, repositioning and re-tenanting. He later acquired franchise
approval to develop a Granada Royale Hotel (later Embassy Suites Hotel) in Colorado Springs,
and began to develop other hospitality properties throughout the U.S. In 1991 Windsor Capital
Group, Inc. [WCG] was formed to manage and operate hotels. WCG later became the largest
private owner of Embassy Suites and has been known for many years as one of the leading
companies in its field.
Mr. Nesbitt continues to look for growth opportunities both in property acquisitions and
management contracts.
Tobias - create a creative slide or clip art for this page - could have a little fun with it.
COMPANY PHILOSOPHY CREED
As a Company, we have three very important elements to our business to be successful.
Our Employees, our Guests and our Owner. Think of these three as a stool and a way to
measure all elements of satisfaction.
HOTEL
1. Employee Satisfaction
2. Guest Satisfaction
3. Owner Satisfaction
If every element of the three-legged stool is met, chances that everyone is satisfied are
high. But if one of the stool legs are too short or missing, the stool is no longer balanced and
may tip over or fall. If guests aren’t happy business results will likely be bad. If employees
aren’t happy, the guests will not receive superior customer service. If the company is not
meeting the owner’s financial expectations, the owner is not satisfied and operating expenses
have to be reduced. All legs of the stool must be equal or we cannot have a balanced business
strategy.
Employee Handbook 6/1/2012 Page 5
Tobias - Create creative slide of info or verbiage
EMPLOYEE MISSION STATEMENT
Our mission to our employees is:
To respect and treat employees as we want them to treat our guests. Provide our
employees with the necessary tools to maximize their job performance Provide our
team opportunities for advancement, by providing on the job learning
opportunities.
EMPLOYEE VALUES We are enthusiastic to serve our guests with a
What does WINDSOR stand for? “willing” and “can do” attitude.
W- Willingness…
I- Integrity… We strive to be consistent and honest in our
actions.
We have a sense of urgency to exceed our
N - Now…………… guest expectations and resolve any issues that
may arise.
D- Diverse………. We take pride in having a diverse work force
and culture.
S- Service……….. We provide a superior level of service to our
internal and external guests.
Windsor empowers each employee to take
O - Ownership…… ownership of their actions and decisions to
take care of our guests.
We believe in providing an environment that
R - Respect………. promotes respect and values to all our team
members.
EMPLOYEE RELATIONS PHILOSOPHY
Every employee is important to us. We are committed to attracting and retaining quality
employees like you. To accomplish this, we maintain a competitive wage and benefit program.
We want to make our workplace as pleasant and rewarding a place for you to work as we can.
Most importantly, we want you to feel free to talk with us at any time.
Employee Handbook 6/1/2012 Page 6
Please tell us if you have a problem. We think you’ll find us receptive to your concerns.
We are always looking for ways to make this a better place to work.
GUEST RELATIONS PHILOSOPHY
Our most important goal is guest satisfaction. Our guests are the most important part of
our business, and each of us depends on our guests for our job and our paycheck. Our guests
expect and deserve warm, friendly service plus courteous and attentive treatment. Never forget
that our guests are the lifeblood of our business.
Employee Handbook 6/1/2012 Page 7
Including Company Mission Statement - makign that an important slide or comment or visual / clip art
Starting with Intro Policies - this is COMPANY MISSION STATEMENT
where it is all flipbook and then we
Ocbairgngchheaer vcfokermcteharertkamsinwtyotiehtrihsneagetdsoacgishnr“oedTswereovpcoettcihroro.geneuatrteguaensetsn.vTiroonmmaeknetownheegreueosutrheamppplyoyaet eastiamsek
for permission to say no versus
resulting in lifetime customers.”
as they rea INTRODUCTORY POLICIES
EQUAL EMPLOYMENT OPPORTUNITY (EEO)
We are an Equal Employment Opportunity employer committed to providing equal
opportunity in all of our employment practices, including recruiting, hiring, discipline, firing,
promoting, transferring, compensation, benefits, training, leaves of absence, and other terms
and conditions of employment. The Company prohibits discrimination, harassment, and
retaliation in employment based on race, religion, color, sex, gender identity, sexual orientation,
national origin, ancestry, citizenship status, uniform service member status, marital status,
pregnancy, age, protected medical condition, genetic information, disability, or any other
protected status in accordance with all applicable federal, state and local laws. Violation of this
policy may result in disciplinary action, up to and including immediate termination.
NO HARASSMENT
We do not tolerate the harassment of applicants, employees, guests, or vendors. Any
form of harassment relating to an individual’s race, religion, color, sex, gender identity, sexual
orientation, national origin, ancestry, citizenship status, uniform service member status, marital
status, pregnancy, age, protected medical condition, genetic information, disability, or any other
protected status in accordance with all applicable federal, state and local laws is a violation of
this policy and will be treated as a disciplinary matter.
If you have any questions about what constitutes harassing behavior or what conduct is
prohibited by this policy, please discuss the questions with your immediate supervisor or one of
the contacts listed in this policy. At a minimum, the term “harassment” as used in this policy
includes:
• offensive remarks, comments, jokes, slurs, or verbal conduct pertaining to an
individual’s race; color; religion; national origin; sex (including same sex);
pregnancy, childbirth, or related medical conditions; age; disability or handicap;
citizenship status; service member status; or any other category protected by
federal, state, or local law;
• offensive pictures, drawings, photographs, figurines, or other graphic images,
conduct, or communications, including e-mail, faxes, electronic communication,
and copies pertaining to an individual’s race; color; religion; national origin; sex
(including same sex); pregnancy, childbirth, or related medical conditions; age;
disability or handicap; citizenship status; service member status; or any other
category protected by federal, state, or local law;
• offensive sexual remarks, sexual advances, or requests for sexual favors
regardless of the gender of the individuals involved; or
Employee Handbook 6/1/2012 Page 8
• offensive physical conduct, including touching and gestures, regardless of the
gender of the individuals involved.
We prohibit retaliation, which includes: threatening an individual or taking any adverse
action against an individual for 1) reporting a possible violation of this policy, or 2) participating
in an investigation conducted under this policy.
Our supervisors and managers are covered by this policy and are prohibited from
engaging in any form of harassing, discriminatory, or retaliatory conduct. No supervisor or other
member of management has the authority to suggest to any applicant or employee that
employment or advancement will be affected by the individual entering into (or refusing to enter
into) a personal relationship with the supervisor or manager, or for tolerating (or refusing to
tolerate) conduct or communication that might violate this policy. Such conduct is a direct
violation of this policy.
Even non-employees are covered by this policy. We prohibit harassment, discrimination,
or retaliation of our employees in connection with their work by non-employees. Immediately
report any harassing or discriminating behavior by non-employees, including guests, vendors,
and contractor or subcontractor employees. Any employee who experiences or observes
harassment, discrimination, or retaliation should report it using the steps listed below.
If you have any concern that our No Harassment policy may have been violated by
anyone, immediately report the matter. Due to the very serious nature of harassment,
discrimination and retaliation, please report your concerns to one of the individuals listed below:
1. First, discuss any concern with the hotel Human Resources.
2. If you are not satisfied after you speak with hotel Human Resources, or if you feel
that you cannot speak to Human Resources, discuss your concern with the Hotel
General Manager.
3. If you are not satisfied after you speak with Hotel General Manager, or if you feel
you cannot speak to Hotel General Manager speak to Corporate Director of
Human Resources.
4. If at any time, you feel the need to speak to other members of management, you
may contact the Regional Vice President.
You should report any actions that you believe may violate our policy no matter how
slight the actions may seem.
We will investigate the report and then take prompt, appropriate remedial action. The
Company will protect the confidentiality of employees reporting suspected violations of this or
any other Company policy to the extent possible consistent with our investigation.
You will not be penalized or retaliated against for reporting improper conduct,
harassment, discrimination, retaliation, or other actions that you believe may violate this policy.
We are serious about enforcing our policy against harassment. Persons who violate this
or any other Company policy are subject to discipline, up to and including immediate
Employee Handbook 6/1/2012 Page 9
termination. We cannot resolve a potential policy violation unless we know about it. You are
responsible for reporting possible policy violations to us so that we can take appropriate actions
to address your concerns.
In addition, WCG has an employee hotline available. If you chose to call the number,
please remember to leave enough detailed information so that WCG staff will be able to
properly address your concern or complaint.
EMPLOYEE HOTLINE 1-877-636-0433
Employees, please note: Due to the serious nature of harassment, discrimination, and
retaliation, you must voice your concerns or complaints about such behavior to the individuals
listed in the No Harassment Policy in this Handbook.
COMPLAINT and PROBLEM-SOLVING PROCEDURE
Most of us have had a question or problem concerning our job at one time or another. If
there is something about your job that is bothering you, let’s get it out in the open and discuss it.
We cannot answer your question or solve your problem unless you tell us about it.
Our “Problem-Solving Procedure” offer all employees the freedom to discuss anything
they wish with the Company. You should follow the procedure below if you believe that a
Company policy may have been violated. Whenever you have a problem, it usually can be
resolved by following these steps:
1. First, discuss any concern with your immediate supervisor. Very often, your
supervisor is in the best position to handle your problem satisfactorily.
2. If you are not satisfied after you speak with your supervisor or if you feel that you
cannot speak to your supervisor request to speak to your Department Manager.
3. If you are not satisfied after you speak with your Department Manager, or if you
feel you cannot speak to your Department Manager speak to the Human
Resources Representative. If you do not have a Human Resources
Representative on property, speak to the General Manager.
4. If you still feel the need to speak to other members of management, you may
contact the General Manager.
5. If you are unable to resolve the issue after speaking with the General Manager,
you may contact the Corporate Director of Human Resources.
If you feel that you cannot follow the steps in this procedure, you may go directly to Step
3 or 4 of this procedure, to the Human Resources Representative or General Manager. The
Human Resources Representative and General Manager are available for advice and
assistance in solving your problem at any time.
Employee Handbook 6/1/2012 Page 10
After discussing the matter with you and conducting an appropriate investigation, we will
take prompt, appropriate remedial action. When you inform us of a concern or problem, we will
try to answer you as soon as practical under the circumstances.
In addition, WCG has an employee hotline available. If you chose to call the number,
please remember to leave enough detailed information so that WCG staff will be able to
properly address your concern or complaint.
EMPLOYEE HOTLINE 1-877-636-0433
SUMMARY OF DRUG AND ALCOHOL POLICY
As a condition of initial and continued employment, the Company prohibits employees
from reporting to work or performing their duties with any unlawful drugs or alcohol in their
systems. Employees are prohibited from manufacturing, cultivating, distributing, dispensing,
possessing or using illegal drugs (including marijuana) or other unauthorized or mind-altering or
intoxicating substances while on Company property (including parking areas and grounds), or
while otherwise performing their work duties away from the Company. Further, the Company
prohibits all unlawful drug use, possession, or distribution, whether on or off duty — drugs can
stay in one’s system and affect work later. Included within this prohibition are lawful controlled
substances, which have been illegally or improperly obtained. This policy does not prohibit the
possession and proper use of lawfully prescribed drugs taken in accordance with the
prescription.
Employees are also prohibited from having any such illegal or unauthorized controlled
substances in their system while at work (including marijuana), and from having excessive
amounts of otherwise lawful controlled substance in their systems. This policy does not apply to
the authorized dispensation, distribution or possession of legal drugs where such activity is a
necessary part of an employee’s assigned duties.
All employees are prohibited from distributing, dispensing, possessing or using alcohol
while at work or on duty. Furthermore, off-duty alcohol use, while generally not prohibited by
this policy, must not interfere with an employee’s ability to perform the essential functions of
his/her job.
The proper use of medication prescribed by your physician is not prohibited; however,
we do prohibit the misuse of prescribed medication. Employees’ drug use may affect their job
performance, such as by causing dizziness or drowsiness. Employees are required to disclose
any medication that would make them a risk of harm to themselves or to others in performing
their job responsibilities to a Company-designated physician, or the employee’s supervisor. It is
the employee’s responsibility to determine from his/her physician whether a prescribed drug
may impair job performance. Any prescription medication brought onto Company or customer
property or taken aboard Company vehicles or while operating personal vehicles on Company
business must be retained in its original container labeled with the names of the employee and
the prescribing physician. No employee may take another person’s medication...
It shall be the responsibility of each employee who observes or has knowledge of
another employee in a condition which impairs the employee in the performance of his/her job
Employee Handbook 6/1/2012 Page 11
duties, or who presents a hazard to the safety and welfare of others, or is otherwise in violation
of this policy, to promptly report that fact to his/her immediate supervisor.
Where permitted by state and federal law, employees may be required to submit to
drug/alcohol screening:
• In connection with their application for employment or re-employment;
• Whenever the Company has a reasonable suspicion that they have violated any
of the rules set forth in this policy. Reasonable suspicion may arise from, among
other factors, supervisory observation, co-worker reports or complaints,
performance decline, attendance or behavioral changes, results of drug searches
or other detection methods, or involvement in a work related injury or accident;
• Where the employed holds a safety sensitive position. Employees in safety
sensitive positions may be tested on a random or periodic basis. In addition,
various job classifications are categorically subject to random or periodic drug
testing to the extent permitted by applicable state and federal laws;
• When an employee suffers an on-the-job reportable injury or is involved in an
accident; and
• As part of any random program of testing which the Company may implement.
Where permitted by state and federal law, Employees who refuse to submit to a test, or
test positive for alcohol or unlawful drugs may be disqualified for unemployment compensation
benefits and/or workers’ compensation benefits. Additionally, an Employee’s refusal to submit
to a test could result in discipline up to, and including termination.
Where a manager or supervisor has reasonable suspicion that an employee has violated
the substance abuse policy, the supervisor, or his designee, may inspect vehicles, lockers, work
areas, desks, purses, briefcases, and other locations or belongings without prior notice, in order
to ensure a work environment free of prohibited substances. An employee may be asked to be
present and remove a personal lock. Locked areas or containers do not prevent the Company
from searching that area, thus employees should have no expectation of privacy for personal
belongings brought on Company premises. Where the employee is not present or refuses to
remove a personal lock, the Company may do so for him or her, and compensate the employee
for the lock. Any such searches will be coordinated with a representative of management. The
Company may use unannounced drug detection methods to conduct searches.
If an employee wants to seek help for drug or alcohol problems prior to being caught in
violation of the Company’s Drug and Alcohol Policy or being asked to undergo a test, he or she
may seek information from the Human Resources Representative.
Violation of this policy or any of its provisions may result in discipline up to and including
termination of employment.
INTRODUCTORY PERIOD
For every new employee, the introductory period of employment is a trial period for both
you and the Company. During this time, you are able to learn about the Company, your job,
Employee Handbook 6/1/2012 Page 12
and your new surroundings. At the same time, your supervisor will assist you in learning your
job. The introductory period is the first 90 calendar days of employment.
During the introductory period, the Company will review your job performance,
attendance, attitude, overall interest in your job, among other factors, and make a decision
concerning your continued employment. After you complete your introductory period, the
Company will continue to periodically review your overall job performance. Completion of the
introductory period does not change your at-will employment status.
If you are absent from work for more than three days during your introductory period, the
Company may choose to extend your introductory period as necessary to give you an
opportunity to demonstrate your ability to do the job.
VERIFICATION OF EMPLOYMENT ELIGIBILITY
The Federal Immigration Reform and Control Act of 1986 require employers to verify the
legal working status of all employees hired on or after November 7, 1986. The Act makes it
unlawful to hire anyone who is not either a citizen or an alien who has the legal right to be
employed in the United States. All employees will be required to complete Form I-9 and provide
current documentation from time to time, as required by federal law.
Windsor Capital Group, Inc. is an active participant in the E-Verify program. WCG will
provide the Social Security Administration (SSA) and, if necessary, the Department of
Homeland Security (DHS), with information from each new employee’s Form I-9 to confirm work
authorization.
Important: If the Government cannot confirm that you are authorized to work, WCG is
required to provide you written instructions and an opportunity to contact SSA and / or DHS
before taking adverse action against you, including termination of your employment.
Employer’s may not use E-Verify to pre-screen job applicants or to re-verify current
employee’s and may not limit or influence the choice of documents presented for use on the
Form I-9.
In order to determine whether Form I-9 documentation is valid, WCG uses E-Verify
photo screening tool to match the cards with the official U. S. Citizenship and Immigration
Services (USCIS) photograph.
Employee Handbook 6/1/2012 Page 13
COMPANY
BENEFITS
PERSONAL TIME OFF (PTO)
Personal time off is a combination of paid holidays and vacation days. This
benefit allows each team member the flexibility in how you schedule your time off with
pay. To best serve our guests, we often may be required to work on days near a
holiday or on a holiday. Your manager will set your schedule in accordance with the hotel
and guests needs.
All Regular Full Time and Part Time employees earn PTO. For every regular hour
you work, you earn a fraction of a PTO hour. Overtime hours do not count toward PTO, nor
while away from work on Paid Sick Leave, Jury Duty, PTO or any other time away from
work. Additionally, employees do not accrue accelerated personal time off time for overtime
or double time hours worked.
The amount of PTO you earn depends on your length of service with WCG
and its hotels. With additional years of service, you earn more PTO days. PTO is earned
as shown by the following schedule.
NON-EXEMPT EMPLOYEES
Completed Years PTO Factor Estimated earned time off earned based Days
of Service 0.01154 on a 40 hour work week.
1.5
Less Than ½ year Earn approx. 2 hours off per month 5.5
After ½ year to 0.04231 Earn approx. 7 hours off per month 15
1 + years 16
0.05769 Earn approx. 10 hours off per month, 17
4 years + 0.06154 Earn approx. 10.5 hours off per month 18
0.06538 Earn approx. 11 hours off per month 19
5 years + 0.06923 Earn approx. 12
hours off per month 20
6 years + 0.07308 Earn approx. 12.5 hours off per month
0.07692 Earn approx. 20 hours off per month
7 years +
8 years +
9 years +
Completed Years EXEMPT EMPLOYEES Days
of Service
PTO Factor Estimated earned time off earned based 18
Date of Hire + on a 40 hour work week. 24
30
4 years + 0.06923 Earn approx. 12 hours off per month
9 years + 0.09231 Earn approx. 16 hours off per month
0.11539 Earn approx. 20 hours off per month
Employee Handbook 6/1/2012 Page 14
You start earning PTO on your first day of work. You may start using PTO after you
have been with the company for one (1) year. To schedule time off you must receive your
supervisor’s approval at least Seven (7) days in advance and not greater than 180 days prior to
the dates requested. PTO may be used in four (4) hour increments equivalent to half or full day
off. Eligible employees will receive pay at their home position base rate of pay for any PTO
taken. PTO will be paid at the minimum wage applicable by the state for employees who are
paid at a tipped credit wage. Time off requests may not exceed eighty (80) hours or two (2)
weeks for any consecutive period of time.
Hotels may post dates periodically in the hotel which are considered blackout dates.
Blackout dates are dates that employees will not be permitted time off work due to expected
business levels at the hotel.
To request time off, please log on to the WCG employee self-service at
my.wcghotels.com. PTO can be carried over year to year and accumulate up to a maximum of
280 hours.
Windsor Capital Group, Inc. strongly encourages employees to use their accrued PTO
time. For this reason, we request that our employees take their PTO time, and we discourage
employees from selling PTO pay in lieu of time off.
Typically, no employee will receive pay in lieu of PTO except on the termination of his or
her employment. However, in the month of each employee’s anniversary date, he/she will have
the option to “sellback” up to eighty [80] hours of accrued and unused PTO, in which case the
employee will receive payment at the employee’s home position base rate of pay at the time of
the “sellback” for the sold back portion of his/her accrued and unused PTO. Request to
sellback PTO at a time that is not in the month of the anniversary date, will not be permitted.
Where permitted by state and federal law, the employee will be paid all accrued but
unused PTO on separation of employment after one year of continuous employment, whether
voluntary or involuntary, unless the employee quit without giving 14 day notice. If, you leave
employment before completing one (1) year of service, PTO will not be paid unless specifically
required by applicable state statutes. The eligible employee will be paid for accrued but unused
PTO at the employee’s home position base rate of pay at the time of separation.
PAID SICK TIME (SICK)
In order to prevent loss of earnings that may be caused by a personal accident, illness,
and/or emergencies, Windsor Capital Group, Inc. offers its Regular Full Time employees sick
time. Regular Full Time employees are eligible to accrue and use Paid sick time after ninety
[90] days of employment.
Sick time may be taken for an eligible employee when they are unable to work on a
scheduled day due to their own personal illness or injury. Eligible employees may also use their
annual accrued sick time to attend to an illness or injury of a child, parent, spouse, registered
domestic partner, registered domestic partner’s child, or other persons designated by local,
state or federal laws.
Employee Handbook 6/1/2012 Page 15
All Regular Full Time employees earn Sick Pay for every regular hour worked after
ninety [90] days of employment. Sick time is accrued at a fraction of each regular hour worked.
Overtime hours do not count toward Sick time accrual. Employees do not accrue Sick time
while away from work on Paid Sick Leave, Jury Duty, PTO or any other time away from work.
Additionally, employees do not accrue accelerated sick time for overtime or double time hours
worked.
Sick is earned as shown by the following accrual schedule.
EXEMPT and NON-EXEMPT EMPLOYEES
Completed Years of Service Sick Factor Estimated earned time off earned based on a 40
hour work week.
Date of Hire + 0.01442 Earn approx. 2.5 hours off per month
1 years + 0.01923 Earn approx. 3 hours off per month
Paid sick time may be accumulated to a maximum benefit of 80 hours.
Unless otherwise required by state or federal law, Sick time may be used in four (4) hour
increments equivalent to half or full day off. Eligible employees will receive pay at their home
position base rate of pay for any Sick Pay taken. Sick pay will be paid at the minimum wage
applicable by the state, for employees who are paid at a tipped credit wage.
Supervisors/ Managers must be notified of your absence a minimum of two [2] hours
prior to your scheduled shift to be eligible for paid sick time. The General Manager must
approve all sick time. A statement from a licensed medical physician may be requested to
support the fact that the employee sought medical attention during the absence for any absence
exceeding two (2) consecutive shifts.
To request sick time, please log on to the WCG employee website at my.wcghotels.com.
Sick time can be carried over year to year and accumulate up to a maximum of 80 hours.
YOUR PAY
Generally, Windsor Capital Group, Inc. provides multiple options for you to receive your
pay. However, in some states direct deposit and pay cards may be the only option available for
payment. If you choose to be paid in the form of a paycheck, the paycheck must be picked up
on the pay date. Unless the employee contacts the Company to provide a satisfactory
explanation as to his or her failure to pick up his or her paycheck on the pay date, the paycheck
will be mailed to the employee via standard USPS mail the Wednesday following the pay date to
the address on file.
The Company may make deductions from your pay for many different reasons. For
example, we are required by law to deduct certain amounts for taxes, Social Security,
garnishments, etc. Likewise, an employee may authorize us to make deductions for benefit
premiums, 401(k), benefits, employee purchases, etc.
Employee Handbook 6/1/2012 Page 16
If you believe that a deduction has been made to your pay in error, promptly notify the
Human Resources Representative. The Company will investigate your pay and deductions. We
will not penalize an employee for reporting a suspected error and we will reimburse an
employee for any improper deduction.
All paystubs will be available for your review on the my.wcghotels.com employee self-
service website. It is your responsibility to review your hours and paystubs for accuracy. If you
find an error in your pay, report it immediately in writing to Human Resources. The discrepancy
will be reviewed, if a discrepancy occurs, the error will be corrected on the next pay day.
401(k) PLAN
The Company has established and maintains a 401(k) plan to allow eligible employees a
tax-leveraged means of supplementing their retirement planning. All Full Time employees who
are a minimum of twenty one [21] years of age and have been employed for at least ninety (90)
days are eligible to participate in the plan.
If you would like more information regarding the plan or you would like to enroll, make
changes, and request a hardship withdrawal or to stop participating, you may contact DRS the
401k administrator. DRS may be reached at www.drs401k.com 1-800-563-7166.
MEDICAL, DENTAL and VISION INSURANCE
We have available medical, dental and vision insurance for all regular full-time benefit
eligible employees. At this time the Company defines “full-time” employees as employees who
normally are scheduled to work an average of thirty [30] hours or more per week. Benefit
eligible employees have a designated waiting period based on their position of employment.
Managers are considered Class 3 and all hourly non-managers are considered to be Class 2.
Class Eligibility Date
Class 2 First day of the month following 60 days of continuous
Class 3 employment
First day of the month following 30 days of continuous
employment
Employees who have a change of status from part time to full time become eligible for
benefits the first day of the month following the date of status change as long as the minimum
number days of continuous employment have been satisfied. If the required amount of time of
continuous employment has not been met, the waiting period must be fulfilled and the employee
will be eligible the first day of the following month.
To enroll, request a change due to a qualifying life event (birth, adoption, marriage,
divorce, death, change of spouse’s employment status, change of employee status), decline
coverage, or request payment through automatic payroll deductions please sign in to the WCG
Employee Self Service website at my.wcghotels.com for more information or speak to the hotels
Human Resources Representative. All changes to your benefits including enrollment,
cancellation or changes due to a qualifying event must be made within 30 days from the date of
the qualifying event.
Employee Handbook 6/1/2012 Page 17
Consult the applicable plan document for all information regarding eligibility, coverage
and benefits. It is the plan document that ultimately governs your entitlement to benefits.
LIFE INSURANCE AND AD & D
Basic amounts of life insurance and accidental death and dismemberment (Life and
AD&D) insurance are provided by Windsor Capital Group, Inc. for all Full Time Benefit eligible
employees. In addition, an employee may choose to purchase supplemental amounts of
voluntary life insurance and accidental death and dismemberment insurance for the employee,
the employee’s spouse, or the employee’s dependent children.
Consult the applicable plan document for all information regarding eligibility, coverage
and benefits. It is the plan document that ultimately governs your entitlement to benefits.
SHORT-TERM DISABILITY (STD) AND LONG-TERM DISABILITY (LTD) BENEFITS
The Company makes available voluntary group short-term and long-term disability
benefits for eligible full-time employees. Please check with Human Resources for more
information regarding qualifying disabilities and reimbursement policies. Premiums may be paid
through payroll deduction.
The Company provides covered employees with Summary Plan Description booklets
and other materials relating to its medical plans. In the event of a conflict, the insurance contract
or plan documents will prevail over other documents. You may obtain assistance or additional
information regarding these programs from Human Resources.
OTHER BENEFITS AND DISCOUNTS
Windsor Capital Group, Inc., Inc. offers discount hotel room rates for the employee when
traveling to a hotel in the WCG hotel portfolio. Rates vary by location and are subject to
availability. In addition, some hotel brands may also offer additional employee travel discounts
or programs.
Employees utilizing either the brand or WCG travel discounts are expected to behave
appropriately and professionally at all times and abide by the travel program guidelines. Failure
to follow the guidelines or behave in an appropriate manner or conduct may result in the
following; disciplinary actions, loss of travel discount program and/or termination of employment.
EMPLOYEE CAFÉ
The availability of an Employee Café may vary at each hotel location. If a café facility is
available, meals may be available during designated times. The Employee Café (if available) is
for the use of currently employed and scheduled staff members only and will provide one meal
per employee per shift. Pricing for employee meals, may vary by location. Consumption of food
during unscheduled work days or shifts is considered a violation of policy.
From time to time the Company, in its sole discretion, may provide an employee with a
complimentary meal during, before, or after their scheduled shift. This is for the convenience of
the Company. These meals are in no manner intended to compensate the employee or
otherwise contribute towards the employee’s wages, benefits, or compensation otherwise.
Employee Handbook 6/1/2012 Page 18
REASONABLE ACCOMMODATIONS/MODIFIED JOB DUTIES
To assist our employees who are or become disabled and those employees who suffer
on-the-job injuries, we will attempt to make reasonable accommodations to enable such
employees to continue performing the essential functions of their jobs. Consistent with this
policy, we may modify job duties to comply with medical requirements or restrictions. Other
accommodations, such as transfer to a vacant position for which the employee is qualified, may
be appropriate, depending upon specific facts and circumstances of individual situations.
Obviously, there are limits to the accommodations which we can realistically make. For
example, where an accommodation would cause an undue hardship to the Company we would
be unable to make the particular accommodation. Similarly, when placing an individual in a
position, with or without accommodation, would cause the employee to be a direct threat to the
employee or others, we may be unable to place the employee in a particular position.
If you need to request a reasonable accommodation because of a disability or on-the-job
injury, please follow the procedure set forth in our “Problem-Solving Procedure.” We will engage
you in an interactive process and discuss the matter with you, investigate your request, and to
the extent possible, attempt to reasonably accommodate you.
SOCIAL SECURITY INSURANCE
Pursuant to the Federal Insurance Contributions Act, better known as the Social Security
Act, the Company deducts a percentage of your pay, matches it with an equal amount from the
Company, and sends it to Social Security. If you are not familiar with the retirement and
disability benefits provided under Social Security, check with your local Social Security office for
a more complete explanation.
WORKERS’ COMPENSATION
Workers’ Compensation is required by State law and is paid entirely by the Company
except in states in which the employee may be responsible for a portion of the premium.
Workers’ Compensation protects you in the event of occupational injury or sickness. You must
report immediately any on-the-job accident, no matter how small, to your supervisor, Human
Resources or the Manager on Duty. Where medical care is required for on-the-job injuries,
employees initially must go to one of the designated medical facilities listed on our bulletin
boards.
You should be aware that depending on state law it may be a crime to knowingly file a
false or fraudulent claim for Workers’ Compensation benefits, or to submit knowingly false or
fraudulent information in connection with any Workers’ Compensation claim. The Company
maintains a strict policy against discharging, threatening to discharge, or in any manner
discriminating against any employee because he or she has filed or made known his or her
intention to file a claim for workers’ compensation benefits or an application for adjudication to
the workers’ compensation board. If you feel you are being discriminated against in violation of
this policy please contact Human Resources.
Subject to the provisions of the American Disabilities Act, and any and all applicable
state and local laws, the Company generally extends to employees temporary modified duty
Employee Handbook 6/1/2012 Page 19
positions, where available, to accommodate restrictions due to occupational injuries and
sickness for a period of four (4) months.
BEREAVEMENT LEAVE
Regular, full-time employees are eligible to receive up to three (3) days paid
bereavement leave due to the death of a member of their immediate family. An employee’s
immediate family includes his or her spouse, children, registered domestic partner, registered
domestic partner’s child, step children, parents, step parents, brother or sister, grandparents
and grandchildren.
An employee notified of a death in his or her immediate family while at work will be paid
for the remainder of the scheduled hours that day, and the paid bereavement leave will not
commence until the next regularly scheduled work day which is lost. All time off in connection
with the death of one of the above-listed individuals should be organized with your supervisor.
Paid Bereavement leave must be taken within 30 days of the death. Bereavement will
be paid based on your home position base rate of pay. Tipped employees will be compensated
at their minimum hourly rate of pay according to state laws. Employees may be required to
provide proof of death such as: obituary, funeral notice, and funeral program or death certificate.
CIVIC RESPONSIBILITIES
We encourage each of our employees to accept his or her civic responsibilities. As a
good corporate citizen, we are pleased to assist you in the performance of your civic duties.
Jury Duty: If you receive a call to jury duty, please notify your supervisor immediately
so we can plan the department’s work with as little disruption as possible.
Employees with jury duty must provide their supervisor with a copy of the jury summons
prior to the start of jury duty. Employees who are released from jury service before the end of
their regularly scheduled shift or who are not asked to serve on a jury panel are expected to call
their supervisor as soon as possible and report to work if requested.
For any employee who is placed on call, or are not required to serve, will be expected to
report to work as scheduled.
Windsor Capital Group, Inc. will support an employee’s civic duties if he/she is called for
jury duty by providing up to ten [10] days paid leave within a 12 month period, based on their
home position rate of pay for each day you serve up to eight [8] hours. All Tipped employees
will be compensated at their minimum hourly rate of pay according to state laws. Proof of
service must be submitted to Human Resources before reimbursement will be made. Individual
State law may alter this policy.
Please review your state specific addendum for any additional policies regarding Jury
Duty. Where the addendum conflicts with the handbook, the addendum will apply.
Witness Duty: If you are subpoenaed to appear as a witness, please notify your
supervisor immediately so we can plan the department’s work with as little disruption as
possible. We do not pay employees who are subpoenaed to appear as witnesses.
Employee Handbook 6/1/2012 Page 20
Employees with witness duty must provide their supervisor with a copy of the subpoena
prior to the start of witness duty. Employees who are released from witness service before the
end of their regularly scheduled shift are expected to call their supervisor as soon as possible
and report to work if requested.
Please review your state specific addendum for any additional policies regarding
Witness Duty. Where the addendum conflicts with the handbook, the addendum will apply.
Voting: Although polls are open most of the day, we realize that in some instances our
employees are required to work overtime and may find that these hours are insufficient to get to
the polls. If you have a problem in this regard, please let your supervisor know so that we can
make arrangements for you to have the necessary time to get to the polls. Time away from the
work to vote is unpaid.
Please review your state specific addendum for any additional policies regarding Voting.
Where the addendum conflicts with the handbook, the addendum will apply.
FAMILY AND MEDICAL LEAVE ACT
The Family and Medical Leave Act (“FMLA”) provides eligible employees the opportunity
to take unpaid, job-protected leave for certain specified reasons. The maximum amount of leave
an employee may use is either 12 or 26 weeks within a 12-month period depending on the
reasons for the leave.
Employee Eligibility
To be eligible for FMLA leave, you must:
1. Have worked at least 12 months for the Company in the preceding seven years
(Limited exceptions apply to the seven-year requirement); and
2. have worked at least 1,250 hours for the Company over the preceding 12
months; and
3. Currently work at a location where there are at least 50 employees within a 75
mile radius
Conditions Triggering Leave
FMLA leave may be taken for the following reasons:
1. Birth of a child, or to care for a newly-born child (up to 12 weeks);
Employee Handbook 6/1/2012 Page 21
2. Placement of a child with the employee for adoption or foster care (up to 12
weeks);
3. To care for an immediate family member (employee’s spouse, child, or parent)
with a serious health condition (up to 12 weeks);
4. because of the employee’s serious health condition that makes the employee
unable to perform the employee’s job (up to 12 weeks)
5. to care for a Covered Service member with a serious injury or illness related to
certain types of military service (up to 26 weeks) (see Military-Related FMLA
Leave for more details); or,
6. to handle certain qualifying exigencies arising out of the fact that the employee’s
spouse, son, daughter, or parent is on duty under a call or order to active duty in
the Uniformed Services (up to 12 weeks) (see Military-Related FMLA Leave for
more details).
The maximum amount of leave that may be taken in a 12-month period for all reasons
combined is 12 weeks, with one exception. For leave to care for a Covered Service member,
the maximum combined leave entitlement is 26 weeks, with leaves for all other reasons
constituting no more than 12 of those 26 weeks.
Definitions
A “Serious Health Condition” is an illness, injury, impairment, or physical or mental
condition that involves either an overnight stay in a medical care facility, or continuing treatment
by a health care provider for a condition that either prevents the employee from performing the
functions of the employee’s job, or prevents the qualified family member from participating in
school or other daily activities. Subject to certain conditions, the continuing treatment
requirement includes an incapacity of more than three full calendar days and two visits to a
health care provider or one visit to a health care provider and a continuing regimen of care; an
incapacity caused by pregnancy or prenatal visits, a chronic condition, or permanent or long-
term conditions; or absences due to multiple treatments. Other situations may meet the
definition of continuing treatment.
A “Covered Service member” is a member or veteran of the Armed Forces, including the
National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is
otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a
serious injury or illness. The term “serious injury or illness” means an injury or illness incurred
by the member in the line of duty while on active duty in the Armed Forces that may render the
member medically unfit to perform the duties of the member’s office, grade, rank, or rating, or
one that existed before the beginning of active duty and was aggravated by service in the line of
duty while on active duty. With regard to veterans, the injury or illness may manifest itself
before or after the individual assumed veteran status.
“Qualifying exigencies” include activities such as short-notice deployment, military
events, arranging alternative childcare, making financial and legal arrangements related to the
deployment, rest and recuperation, counseling, and post-deployment debriefings.
Employee Handbook 6/1/2012 Page 22
Identifying the 12-Month Period
The Company measures the 12-month period in which leave is taken by the “rolling” 12-
month method, measured backward from the date of any FMLA leave with one exception. For
leave to care for a covered service member, the Company calculates the 12-month period
beginning on the first day the eligible employee takes FMLA leave to care for a covered service
member and ends 12 months after that date. FMLA leave for the birth or placement of a child for
adoption or foster care must be concluded within 12 months of the birth or placement.
Using Leave
Eligible employees may take FMLA leave in a single block of time, intermittently (in
separate blocks of time), or by reducing the normal work schedule when medically necessary
for the serious health condition of the employee or immediate family member, or in the case of a
covered service member, his or her injury or illness. Eligible employees may also take
intermittent or reduced-scheduled leave for military qualifying exigencies. Intermittent leave is
not permitted for birth of a child, to care for a newly-born child or for placement of a child for
adoption or foster care. Employees who require intermittent or reduced-schedule leave must
make an attempt to schedule their leave so that it will not unduly disrupt the Company's
operations.
Leave for the birth, adoption, or foster-care placement of a child of an employee may be
taken intermittently or on a reduced leave schedule under both CFRA and FMLA. Under FMLA,
the Company’s agreement is not required if the intermittent or reduced leave is taken for the
serious health condition of the mother in connection with the birth of her child or if the newborn
child has a serious health condition. However, if there is no serious health condition of the
mother or child involved, the Company must agree to an intermittent or reduced leave for birth,
adoption, or foster-care placement. Therefore, the Company, in its sole discretion, reserves the
right to approve or deny requests for intermittent leave in the above identified situations based
on business necessity and any other factors.
Use of Accrued Paid Leave
Depending on the purpose of your leave request, the Company may require you to
use accrued paid leave (such as sick leave, vacation, or PTO), concurrently with some or
all of your FMLA leave.
Employees may use one-half of their accrued annual sick leave, vacation, or PTO to
care for the illness of a close family member or domestic partner. In order to substitute paid
leave for FMLA leave, an eligible employee must comply with the Company’s normal
procedures for the applicable paid-leave policy (e.g., call-in procedures, advance notice, etc.).
Maintenance of Health Benefits
If you and/or your family participate in our group health plan, the Company will maintain
coverage d u r i n g your FMLA leave on the same terms as if you had continued to work. If
applicable, you must make arrangements to pay your share of health plan premiums while on
leave. In some instances, the Company may recover premiums it paid to maintain health
Employee Handbook 6/1/2012 Page 23
coverage or other benefits for you and your family. Use of FMLA leave will not result in the loss
of any employment benefit that accrued prior to the start of your leave.
Notice and Medical Certification
When seeking FMLA leave, you are required to provide:
1. sufficient information for us to determine if the requested leave may qualify for
FMLA protection and the anticipated timing and duration of the leave. Sufficient
information may include that you are unable to perform job functions; a family
member is unable to perform daily activities, the need for hospitalization or
continuing treatment by a health care provider, or circumstances supporting the
need for military family leave. You must also inform the Company if the
requested leave is for a reason for which FMLA leave was previously taken or
certified.
If the need for leave is foreseeable, this information must be provided 30 days in
advance of the anticipated beginning date of the leave. If the need for leave is
not foreseeable, this information must be provided as soon as is practicable and
in compliance with the Company’s normal call-in procedures, absent unusual
circumstances.
2. medical certification supporting the need for leave due to a serious health
condition affecting you or an immediate family member within 15 calendar days
of the Company’s request to provide the certification (additional time may be
permitted in some circumstances). If you fail to do so, we may delay the
commencement of your leave, withdraw any designation of FMLA leave or deny
the leave, in which case your leave of absence would be treated in accordance
with our standard leave of absence and attendance policies, subjecting you to
discipline up to and including termination. Second or third medical opinions and
periodic re-certifications may also be required;
3. periodic reports as deemed appropriate during the leave regarding your status
and intent to return to work; and
4. medical certification of fitness for duty before returning to work, if the leave was
due to your serious health condition. The Company will require this certification
to address whether you can perform the essential functions of your position.
Failure to comply with the foregoing requirements may result in delay or denial of leave,
or disciplinary action, up to and including termination.
Employer Responsibilities
To the extent required by law, the Company will inform employees whether they are
eligible under the FMLA. Should an employee be eligible for FMLA leave, the Company will
provide him or her with a notice that specifies any additional information required as well as the
employee’s rights and responsibilities. If employees are not eligible, the Company will provide a
reason for the ineligibility. The Company will also inform employees if leave will be designated
Employee Handbook 6/1/2012 Page 24
as FMLA-protected and, to the extent possible, note the amount of leave counted against the
employee’s leave entitlement. If the Company determines that the leave is not FMLA-protected,
the Company will notify the employee.
Job Restoration
Upon returning from FMLA leave, eligible employees will typically be restored to their
original job or to an equivalent job with equivalent pay, benefits, and other employment terms
and conditions.
Failure to Return After FMLA Leave
Any employee who fails to return to work as scheduled after FMLA leave or exceeds the
12-week FMLA entitlement (or in the case of military caregiver leave, the 26-week FMLA
entitlement), will be subject to the Company’s standard leave of absence and attendance
policies. This may result in termination if you have no other Company-provided leave available
to you that applies to your continued absence. Likewise, following the conclusion of your FMLA
leave, the Company’s obligation to maintain your group health plan benefits ends (subject to
any applicable COBRA rights).
Other Employment
The Company generally prohibits employees from holding other employment. This policy
remains in force during all leaves of absence including FMLA leave and may result in
disciplinary action, up to and including immediate termination of employment.
Fraud
Providing false or misleading information or omitting material information in connection
with an FMLA leave will result in disciplinary action, up to and including immediate termination.
Employers’ Compliance with FMLA and Employee’s Enforcement Rights
FMLA makes it unlawful for any employer to interfere with, restrain, or deny the exercise
of any right provided under FMLA, or discharge or discriminate against any person for opposing
any practice made unlawful by FMLA or for involvement in any proceeding under or relating to
FMLA.
While the Company encourages employees to bring any concerns or complaints about
compliance with FMLA to the attention of the Human Resources Department, FMLA regulations
require employers to advise employees that they may file a complaint with the U.S. Department
of Labor or bring a private lawsuit against an employer.
Further, FMLA does not affect any Federal or State law prohibiting discrimination, or
supersede any State or local law or collective bargaining agreement which provides greater
family or medical leave rights.
Limited Nature of This Policy
This Policy should not be construed to confer any express or implied contractual
relationship or rights to any employee not expressly provided for by FMLA. The Company
Employee Handbook 6/1/2012 Page 25
reserves the right to modify this or any other policy as necessary, in its sole discretion to the
extent permitted by law. State or local leave laws may also apply.
MILITARY-RELATED FMLA LEAVE
FMLA leave may also be available to eligible employees in connection with certain
service-related medical and non-medical needs of family members. There are two forms of
such leave. The first is Military Caregiver Leave, and the second is Qualifying Exigency Leave.
Each of these leaves is detailed below.
Military Caregiver Leave
Unpaid Military Caregiver Leave is designed to allow eligible employees to care for
certain family members who have sustained serious injuries or illnesses in the line of duty while
on active duty. The family member must be a “covered service member,” which means: (1) a
current member or veteran of the Armed Forces, National Guard or Reserves, (2) who is
undergoing medical treatment, recuperation, or therapy or, in the case of a veteran, who was a
current member of the Armed Forces, National Guard or Reserves within five years prior to the
treatment for which an eligible employee requests leave; is otherwise in outpatient status, or is
otherwise on the temporary disability retired list, (3) for a serious injury or illness that may
render a current member medically unfit to perform the duties of the member’s office, grade,
rank, or rating. Military Caregiver Leave is not available to care for service members on the
permanent disability retired list.
To be “eligible” for Military Caregiver Leave, the employee must be a spouse, son,
daughter, parent, or next of kin of the covered service member. “Next of kin” means the nearest
blood relative of the service member, other than the service member’s spouse, parent, son, or
daughter, in the following order of priority: blood relatives who have been granted legal custody
of the service member by court decree or statutory provisions; brothers and sisters;
grandparents; aunts and uncles; and first cousins; unless the service member has specifically
designated in writing another blood relative as his or her nearest blood relative for purposes of
Military Caregiver Leave. The employee must also meet all other eligibility standards as set
forth within the FMLA Leave policy.
An eligible employee may take up to 26 workweeks of Military Caregiver Leave to care
for a covered service member in a “single 12-month period.” The “single 12-month period”
begins on the first day leave is taken to care for a covered service member and ends 12 months
thereafter, regardless of the method used to determine leave availability for other FMLA-
qualifying reasons. If an employee does not exhaust his or her 26 workweeks of Military
Caregiver Leave during this “single 12-month period,” the remainder is forfeited.
Military Caregiver Leave applies on a per-injury basis for each service member.
Consequently, an eligible employee may take separate periods of caregiver leave for each and
every covered service member, and/or for each and every serious injury or illness of the same
covered service member. A total of no more than 26 workweeks of Military Caregiver Leave,
however, may be taken within any “single 12-month period.”
Within the “single 12-month period” described above, an eligible employee may take a
combined total of 26 weeks of FMLA leave including up to 12 weeks of leave for any other
FMLA-qualifying reason (i.e., birth or adoption of a child, serious health condition of the
Employee Handbook 6/1/2012 Page 26
employee or close family member, or a qualifying exigency). For example, during the “single
12-month period,” an eligible employee may take up to 16 weeks of FMLA leave to care for a
covered service member when combined with up to 10 weeks of FMLA leave to care for a
newborn child.
An employee seeking Military Caregiver Leave may be required to provide appropriate
certification from the employee and/or covered service member and completed by an authorized
health care provider within 15 days. Military Caregiver Leave is subject to the other provisions
in our FMLA Leave Policy (requirements regarding employee eligibility, appropriate notice of the
need for leave, use of accrued paid leave, etc.). Military Caregiver Leave will be governed by,
and handled in accordance with, the FMLA and applicable regulations, and nothing within this
policy should be construed to be inconsistent with those regulations.
Qualifying Exigency Leave
Eligible employees may take unpaid “Qualifying Exigency Leave” to tend to certain
“exigencies” arising out of the duty under a call or order to active duty of a “covered military
member” (i.e. the employee’s spouse, son, daughter, or parent). Up to 12 weeks of Qualifying
Exigency Leave is available in any 12-month period, as measured by the same method that
governs measurement of other forms of FMLA leave within the FMLA policy (with the exception
of Military Caregiver Leave, which is subject to a maximum of 26 weeks of leave in a “single 12-
month period”). Although Qualifying Exigency Leave may be combined with leave for other
FMLA-qualifying reasons, under no circumstances may the combined total exceed 12 weeks in
any 12-month period (with the exception of Military Caregiver Leave as set forth above). The
employee must meet all other eligibility standards as set forth within the FMLA policy.
Persons who can be ordered to active duty include active and retired members of the
Regular Armed Forces, certain members of the retired Reserve, and various other Reserve
members including the Ready Reserve, the Selected Reserve, the Individual Ready Reserve,
the National Guard, state military, Army Reserve, Navy Reserve, Marine Corps Reserve, Air
National Guard, Air Force Reserve, and Coast Guard Reserve.
A call to active duty refers to a federal call to active duty, and state calls to active duty
are not covered unless under order of the President of the United States pursuant to certain
laws.
Qualifying Exigency Leave is available under the following circumstances:
(1) Short-notice deployment. To address any issue that arises out of short
notice (within seven days or less) of an impending call or order to active duty.
(2) Military events and related activities. To attend any official military
ceremony, program, or event related to active duty or a call to active duty status or to
attend certain family support or assistance programs and informational briefings.
(3) Childcare and school activities. To arrange for alternative childcare; to
provide childcare on an urgent, immediate need basis; to enroll in or transfer to a new
school or daycare facility; or to attend meetings with staff at a school or daycare facility.
Employee Handbook 6/1/2012 Page 27
(4) Financial and legal arrangements. To make or update various financial
or legal arrangements; or to act as the covered military member’s representative before
a federal, state, or local agency in connection with service benefits.
(5) Counseling. To attend counseling (by someone other than a health care
provider) for the employee, the covered military member, or for a child or dependent
when necessary as a result of duty under a call or order to active duty.
(6) Temporary rest and recuperation. To spend time with a covered
military member who is on short-term, temporary rest and recuperation leave during the
period of deployment. Eligible employees may take up to five of days of leave for each
instance of rest and recuperation.
(7) Post-deployment activities. To attend arrival ceremonies, reintegration
briefings and events, and any other official ceremony or program sponsored by the
military for a period of up to 90 days following termination of the covered military
member’s active duty status. This also encompasses leave to address issues that arise
from the death of a covered military member while on active duty status.
(8) Mutually agreed leave. Other events that arise from the close family
member’s duty under a call or order to active duty, provided that the Company and the
employee agree that such leave shall qualify as an exigency and agree to both the
timing and duration of such leave.
An employee seeking Qualifying Exigency Leave may be required to submit appropriate
supporting documentation in the form of a copy of the covered military member’s active duty
orders or other military documentation indicating the appropriate military status and the dates of
active duty status, along with a statement setting forth the nature and details of the specific
exigency, the amount of leave needed and the employee’s relationship to the military member,
within 15 days. Qualifying Exigency Leave will be governed by, and handled in accordance
with, the FMLA and applicable regulations, and nothing within this policy should be construed to
be inconsistent with those regulations.
PERSONAL LEAVE OF ABSENCE
Generally, employees may be allowed to take an unpaid leave of absence, not to exceed
four [4] weeks following the last day worked. However, in certain circumstances the Company,
in its sole discretion, may choose to extend the length of an employee’s personal leave of
absence. Personal leaves are subject to approval and must be approved by the General
Manager. The hotel General Manager may or not approve a personal leave based on hotel and
guest needs. If personal leave is approved, the employee must use all available PTO hours not
to exceed 160 hours of time.
Generally, employees may apply for a personal leave for the following reasons:
extension of an approved FMLA leave, medical, education, death of an immediate family
member. Vacation time or an extended vacation is not considered an acceptable reason for
personal leave.
Unless otherwise required, employees who take such leave are not guaranteed a return
to work or reinstatement to a particular position, rate of pay, status or shift at the end of their
Employee Handbook 6/1/2012 Page 28
leave. However, the Company will attempt to return employees to their regular position if it is
available. If it is not available at the time reinstatement is sought, we will attempt to place you in
a similar position for which you are qualified, if such position is available. Employees on leave
may maintain their insurance benefits, subject to policy terms and conditions by paying the
applicable premiums in a timely manner.
Employees on leave may be subject to discipline, up to and including immediate
termination for:
1. Failure to return to work at the agreed upon conclusion of personal leave;
2. Providing false or misleading information or omitting certain information in
connection with a leave;
3. Violation of any of the Company’s rules and regulations relating to a leave (or
any other policy or performance standard); or
4. Engaging in outside employment during leave.
Please review your state specific addendum for any additional policies regarding
Personal Leaves of Absence. Where the addendum conflicts with the handbook, the addendum
will apply.
MILITARY LEAVE OF ABSENCE
The Company allows employees who require time off from work to fulfill military duties to
meet those commitments.
An employee with such a commitment is expected to notify his or her immediate
supervisor and to provide the Company with a copy of the orders as soon as possible. We ask
that you be sensitive to the Company’s needs when scheduling military duty or training.
PRIOR SERVICE CREDIT
Under some circumstances, a former employee who returns to work may receive credit
for previous service years. A former employee is eligible for rehire if the employee left in good
standing. A former employee is eligible for prior service credit if:
• the employee worked for the Company for 12 continuous months; and the break
in service is for less than 12 weeks; or
• the employee worked for the Company at a location that was either sold or had a
change of management companies. For this situation, employees who were
terminated due to this, may have their service credited if the return to work at any
WCG location within 12 months from the separation of employment.
Upon return to work, the employee must work for 12 continuous months before the prior
service will be credited. Prior service credit may be applied to benefits.
Employee Handbook 6/1/2012 Page 29
COMPANY POLICIES AND PROCEDURES
This section of our Handbook discusses your responsibilities to the Company as an
employee. Please thoroughly familiarize yourself with these policies and apply them in your
work. Compliance with these policies will help ensure a more efficient, productive, and pleasant
atmosphere for you, your co-workers, our guests, and suppliers.
EMPLOYEE STATUS
According to state law, all employees are employed “at-will,” which means that they can
be terminated at any time, with or without cause and with or without advance notice. This “at-
will” relationship can be changed only in a written document signed by the Company’s President
or Chairman/COO.
There are four (4) employee status types within WCG. They are:
1. Regular Full-Time employees are employees who normally are scheduled to
work an average of thirty [30] hours or more per week.
2. Temporary Full-Time employees are employees who normally are scheduled to
work an average of thirty [30] or more hours per week but are employed only on
a short-term, temporary, or special project basis.
3. Part-Time employees are employees who normally are scheduled to work from
nineteen [19] to thirty [30] hours each week on a consistent basis.
4. Seasonal/On Call employees are employees who work for a specified time period
or a specific assignment. Or who are scheduled to work on average eighteen [18]
hours or less each week.
In addition WCG has two employee classifications:
1. Non-Exempt Employees: Non-exempt employees include all employees who are
covered by the overtime provisions of the Federal Fair Labor Standards Act or
any applicable state laws.
2. Exempt Employees: Exempt employees include all employees who are classified
by the Company as exempt from the overtime provisions of the Federal Fair
Labor Standards Act and any applicable state laws.
Regular Full-Time employees are eligible for benefits as outlined in the preceding pages,
subject to certain other requirements which may be described in individual policies.
All other employees, including “Temporary Full-Time employees,” “Part-Time
employees” and “Independent Contractors,” and “On Call” are not eligible for all benefits.
Employee status will be reviewed and adjusted quarterly based on actual hours worked
and future business forecast (including Regular Hours, Overtime Hours and PTO).
Employee Handbook 6/1/2012 Page 30
For the purposes of family and medical leave, insurance, and certain other benefits,
eligibility requirements may be different. If so, insurance plan documents or applicable law will
control eligibility.
If you have any questions concerning your status or the benefits for which you qualify,
please ask your supervisor or contact Human Resources.
WORK SCHEDULE
Your supervisor will set your schedule in accordance with the Company’s business
needs and your schedule is subject to change at any time. Employees are not guaranteed a
specific shift, day off or quantity of hours. Schedules will be available for employees on
Thursday by 5:00pm (local time) for the following work week. Periodically you may be asked to
stay later than scheduled to complete additional tasks or provide service to our guests.
Likewise, you may also be asked to leave work earlier than scheduled due to a change in
business volume; however, when possible we will attempt to assign additional duties.
Lunch and break times are set by your supervisor and may be varied to meet business
and guest needs. Generally, employees will have a meal period, which is deducted from hours
worked, and break period, which is not deducted from hours worked. Generally, Non-Exempt
employees are prohibited from leaving Company property during rest periods or during working
time without authorization by management in advance.
While you are allowed to enter Company property up to approximately 30 minutes before
your work schedule starts, you may not perform any work before your normal schedule begins.
Do not begin work and do not clock in without being in the required uniform or business attire
more than 5 minutes before your normally scheduled shift. Likewise, stop work and clock out no
more than 5 minutes after the end of your scheduled shift. In either instance, do not perform
work unless you are “on the clock.”
ABSENTEEISM AND TARDINESS
Each of our employees plays an important role in getting the day’s work done and serving
our guests. Therefore, each employee is expected to be in his or her work area on time each
day, limit breaks to the time allowed, and stay at work until scheduled to leave. Absenteeism or
tardiness, even for good reasons, is disruptive of our operations and interferes with our ability to
satisfy our guests’ needs. Therefore, any absenteeism or tardiness can result in discipline
up to and including immediate termination.
If you are going to be late or absent from work for any reason, you must personally notify
your supervisor at least two [2] hours prior to the start of your shift so that proper arrangements
can be made to handle your work during your absence. Of course, some situations may arise in
which prior notice cannot be given. In those circumstances, you are expected to notify your
supervisor as soon as possible. Failure to notify your immediate supervisor may result in
immediate termination. A voicemail, text message and/or email are not acceptable.
You must speak personally with your supervisor or a member of management.
Failure to report to work for two (2) consecutive scheduled work shifts without notifying
the Company may result in immediate voluntary termination.
Employee Handbook 6/1/2012 Page 31
When your absence is due to illness or a doctor’s visit, the Company may require you to
provide appropriate medical documentation.
BASIC WORK RULES
This Company has certain policies and rules to govern the conduct and performance of
our employees. Our most important rule is to use “good sense” at all times. We also have
established some other basic work rules that should not be violated. Violation of these or
similar rules may result in discipline up to and including immediate termination.
Absenteeism or Tardiness: When an employee fails to report to work as scheduled, it
makes it more difficult for us to serve our guests. Every employee plays an important
role in our operation, and his or her absence or tardiness places an unnecessary burden
on fellow employees. Employees are expected to report to work at their work station on
time as scheduled, to limit breaks to the time allowed, and to stay on the job until the end
of his or her scheduled work day.
Breach of Confidence or Security: Because of the nature of our work, we cannot
tolerate any breaches of our security measures or of our confidential business
relationships.
Company Premises: You are allowed on property only during your scheduled work
hours, unless otherwise authorized by your supervisor.
While at work you are expected to remain in your assigned work area(s) in order to not
interfere with others performing their job duties.
Conflict of Interest: We prohibit employees from transacting any business that
competes with the Company. If you think that you may have such a conflict, you must
notify your supervisor immediately.
All Regular Full-Time employees are expected to devote their full business efforts and
attention to the performance of their jobs and fulfillment of their job duties. Additionally,
all employees are expected to use good judgment, to adhere to high ethical standard,
and to avoid situations that create an actual, potential, or perceived conflict between
their personal interests and the interests of Windsor Capital Group, Inc.
It is not feasible to list all circumstances that give rise to conflicts of interest. For your
convenience, the following is a list of some of types of activities that constitute actual or
perceived conflicts of interest:
• Working for a competitor, client, guest, or supplier;
• Engaging in self-employment in competition with the Company;
• Using proprietary or confidential Company information of personal gain or to
the Company’s detriment;
• Having a direct or indirect financial interest in, or relationship with, a
competitor, client, or supplier, except that ownership of up to two percent
(2%) of the publicly traded stock of a corporation will not be considered a
conflict;
Employee Handbook 6/1/2012 Page 32
• Excessive, u n n e c e s s a r y , a n d /or u n a u t h o r i z e d u s e o f
W i n d s o r C a p i t a l property or supplies, particularly for personal use;
• Acquiring any interest in property or assets of any kind for the purpose of
selling or leasing it to WCG;
• Taking personal advantage of an opportunity belonging to WCG;
• Committing WCG to give its financial or other support to any outside activity
or organization;
• Accepting or soliciting personal gifts, gratuities, or entertainment from
competitors, guests, suppliers, or potential suppliers, except that receipt of
occasional unsolicited courtesy gifts or favors (such as tips, business
lunches, tickets to sporting events or cultural events, holiday baskets,
flowers, etc…) that are reasonable and customary in the industry will not be
considered a conflict of interest; or
• Developing a personal relationship with a subordinate employee of WCG or
with an employee of a competitor, guest, or supplier, that might interfere with
your ability to exercise impartial judgment in decisions affecting WCG, or any
of its employees, guests, competitors, or suppliers.
Damage to Property: We have made a tremendous investment in our facilities and
equipment to better serve our guests and to make your job easier. Deliberate, reckless,
or careless damage to the Company’s property or our guest property will not be
tolerated. If appropriate, damage to property will be reported to law enforcement
agencies.
Discourtesy or Disrespect: Courtesy is the responsibility of every employee. We
expect all employees to be courteous, polite, and friendly to our guests, vendors, and to
their fellow employees. No one should use profanity or show disrespect to a guest or
co-worker, or engage in any activity which could harm our Company’s reputation. Guest
satisfaction is tied directly to contact with our employees. Always use polite expressions
such as “Good morning,” “Good afternoon,” “Good night,” “Thank you,” “You are
welcome,” “My pleasure,” “How may I help you?” as well as a smile on your face. Use
these words often and with sincere enthusiasm. Remember that “I don’t know” is never
a suitable way to answer a guest. In the event you cannot answer a question or provide
the service a guest requests, escort the guest to your supervisor or someone else
knowledgeable in your area. If you are unable to handle a difficult situation with a guest,
call your supervisor who is trained to deal with such matters.
Employee Entrances: You will be shown the employee entrance/exit routes for use
when coming to and from work. All employees must use the designated entrance/exit
whenever they enter or leave the hotel.
Fighting, Threats, or Weapons: We do not allow fighting, threatening words or
conduct, loud or abusive language, or any other actions that could injure a guest, fellow
employee, or member of the public, regardless of where such words or actions occur.
We also do not allow the possession of weapons of any kind on Company premises.
Please review your state specific addendum for any additional policies regarding
Weapons. Where the addendum conflicts with the handbook, the addendum will apply.
Employee Handbook 6/1/2012 Page 33
Fraud, Dishonesty or False Statements: No employee or applicant may falsify or
make any misrepresentations on or about any guest documents, employment
applications, resume, document establishing identity or work status, medical record,
insurance form, invoice, paperwork, time sheet, time card, or any other document. If you
observe or are aware of such a violation, please report it to your supervisor or Human
Resources immediately.
Gambling: Employees may not engage in any form of gambling on property or while on
Company time.
Harassment: Our No Harassment Policy, which we have set forth in detail in this
Handbook, strictly prohibits harassment based on race; color; religion; national origin;
sex (including same sex); pregnancy, childbirth, or related medical conditions; age;
disability; citizenship status; service member status; or any other category protected by
federal, state, or local law.
Injuries and Accidents: Every injury, no matter how slight, must be immediately
reported to your supervisor for first aid treatment or medical care. If you have a job-
related injury/accident, you must see a Company-designated doctor. We may require
that you present a doctor’s release before returning to work.
Insubordination: We a l l h a v e d u t i e s t o p e r f o r m a n d e v e r y o n e ,
i n c l u d i n g y o u r supervisor, must follow directions from someone. Employees must
not refuse to follow the directions of a supervisor or member of management unless you
are asked to do something illegal, immoral or unethical. If you believe you have been
asked to do a task that is illegal, immoral or unethical, you must immediately
report it the Human Resources Representative or Hotel General Manager.
Leaving Early and Returning Late: Leaving early or returning late from breaks or
lunch is prohibited. Leaving your work assignment before quitting time to change
clothes or make preparations to leave before the end of your scheduled shift is also
prohibited.
Lost and Found: Any item such as a purse, wallet, camera, jewelry, etc. should be
turned in to the housekeeping department (or other designated location based on hotel)
immediately when found. Any other guest item that is left in a vacant room or found on
property must be turned in to the housekeeping department’s lost and found. All items
must be turned in immediately.
At any time a weapon or illegal drugs are left in a hotel room; do not remove the items
from the room. You must notify a supervisor or manager immediately for proper
handling.
Misuse of Property: Employees may not misuse or use without authorization any
equipment, vehicle, or other property of guests, vendors, other employees, or the
Company.
Employee Handbook 6/1/2012 Page 34
Parking: So that most convenient parking spaces can be made available to our guests,
employees are required to park in defined and designated areas. Before you begin
work, the Human Resource Department will show you, during orientation, the designated
parking area. Drop off and pick up of employees by other persons must occur at
designated employee parking areas.
Parking fees may be applicable at various hotel locations.
Poor Performance: We expect all employees to make every effort to learn their job and
to perform at a satisfactory level. Employees who fail to maintain a satisfactory level of
performance are subject to discipline, up to and including immediate termination.
Responsible Beverage Service: The Company supports and demonstrates
appropriate responsibility in the service of beverages containing alcohol. Those
employees who will be involved directly or indirectly with alcoholic beverage service are
required to participate in a training session designed to address this area of
responsibility. The training may be required as a condition of employment based on
each state requirement. At no time may an employee serve alcohol to an employee of
the hotel.
Responsible Health Service: The Company supports and demonstrates appropriate
responsibility in the service and preparation of food. Those employees who will be
involved directly or indirectly in handling or preparing food are required to participate in a
training session designed to address this area of responsibility. The training may be
requires as a condition of employment based on each state requirement.
Shortages: Employees who handle cash as a part of their job duties will be held
accountable. Employees who handle cash as a part of their job duties may be
disciplined for such shortages, up to and including immediate termination. An employee
may not re-pay shortages in lieu of discipline or termination.
Sleeping or Inattention: To protect the safety of all employees and to properly serve
our guests, everyone needs to be fully alert while on the job. We cannot tolerate
sleeping or inattention on the job.
Smoking and Gum/Tobacco Chewing: Smoking is not permitted in any public area,
guest room, or areas in the hotel where food is being prepared, stored, or served.
Smoking is permitted in those areas designated by your supervisor. Absolutely no gum
or tobacco chewing is permitted on the property. Smoke breaks may only be taken
during your designated rest periods or meal breaks. When returning from a break that
the use of tobacco may have been used, appropriate measures must be taken to
eliminate any odor from interfering with or providing a professional level of service.
Socializing: Your unauthorized presence at guest functions and in guest areas,
including guest rooms, dining rooms, hotel pools, bars, or lounges is not permitted at any
time. Unauthorized social contact with any current guest (on or off Company premises)
is not permitted at any time.
Employee Handbook 6/1/2012 Page 35
Substance Abuse: We will not tolerate substance abuse. Employees who test
positive for the presence of illegal or abused drugs or alcohol are subject to
discipline, up to and including immediate termination.
Telephones/Texting/Pagers/Recording/Electronic Devices: Employees may not use
personal cell phones, texting devices, pagers, recording devices, etc. during the working
hours. Employees may use their personal cell phones, texting devices in the employee
break room/ café only on designated rest breaks or meal periods.
WCG understands the fact that employees may, from time to time, need to place or
receive personal phone calls during working hours. All such phone calls should be
limited in number and length. To the extent possible, employees should strive to make
personal phone calls during non-working hours. Excessive personal calls made or
received during business hours may lead to discipline, up to and including termination.
Please notify your families that if an emergency should arise, please contact the hotel
and a team member will notify you of the call. You will be permitted to use hotel phones
to make or receive the necessary calls.
Theft: Our society has laws against theft and so do we. Stealing or attempting to steal
Company property or property belonging to others is strictly prohibited. To protect you,
your co-workers, our guests and the Company, we reserve the right to inspect all purses,
briefcases, packages, lockers, tool boxes, desks, cabinets, vehicles, and any other
containers or items on Company property. If you wish to remove any Company property
from the premises for personal use, you must have a supervisor / manager inspect the
package prior to departing the building and escort you to the employee exit prior to your
departure.
Unlawful Activity: Employees should not engage in any unlawful or unethical activity,
including, but not limited to activity either on Company property, a job site, or off the job,
since such activity can adversely affect the Company’s reputation and or your continued
employment.
Unsafe Work Practices: We are committed to providing a safe place for you to work,
and we have established a safety program to ensure that everyone understands the
importance of safety. This program requires all of us to exercise good judgment and
common sense in our day-to-day work. Horseplay and practical jokes can cause
accidents and injuries and, therefore, are prohibited.
Use of Hotel Facilities: The property facilities have been built for the use and
enjoyment of our guests. Employees must leave the buildings and grounds immediately
after their scheduled shift. Returning to the property after your scheduled shift for any
reason requires prior approval by the General Manager who will in turn notify the
Manager on Duty.
Use of Public Restrooms: All public restrooms are for the use of hotel guests and
may or may not be used by employees. Employees will be notified of the facilities you
are authorized to use. Where possible, all employees must use the designated
employee restroom and/or locker room facilities. Use of guest room bathrooms is not
acceptable.
Employee Handbook 6/1/2012 Page 36
Violation of any of the above rules or similar rules may lead to discipline, up to
and including immediate termination.
Obviously, this list is not all inclusive and there may be other circumstances for which
employees may be disciplined or terminated. If you have any questions about these rules, or
what we expect of our employees, please discuss them with your supervisor, Human Resources
or the General Manager.
JOB RESPONSIBILITIES
To best serve our guests, we expect and require our employees to do a variety of tasks
from day to day. Where possible, we attempt to cross-train our employees so that they can
perform as many tasks as possible. This practice allows us to achieve maximum efficiency, as
well as providing better job security for our employees.
Whenever guest needs require us to assign employees to a new task, either temporarily
or permanently, we will provide additional training, if necessary.
From time to time, we may publish lists of tasks to be performed by employees as part of
their jobs. These lists are only guidelines intended to facilitate communications with employees
and they should not be viewed as an exhaustive listing of a particular employee’s job
requirements.
All of our employees are responsible for compliance with the various federal, state, or
local laws that apply to and regulate their job duties.
The Company likes to promote from within and/or fill open positions from within when
possible. If you are interested in a different position with the Company, be sure to let your
manager and Human Resources know well in advance. You do not need to wait for an opening
to share this information with us. Be sure to keep your manager and Human Resources
informed about your professional development and your goals for your employment. Please
provide your manager and Human Resources with a written statement of your goals so that we
can discuss your qualifications and development as well as keep you in mind for open positions.
All WCG positions are posted on www.wcghotels.com. Positions will remain posted for a
minimum of four [4] days. All requests for transfers must be signed and approved by your
current General Manager prior to submitting your request for transfer by the fourth day of
posting.
OUTSIDE EMPLOYMENT
WCG employees may engage in outside employment as long as they meet the
performance standards of their job with WCG. An employee should be careful that extra hours
of work do not affect the safe performance of his or her regular job by leaving him or her tired
and slow to react, or unable to provide a superior level of customer service to our guests. All
employees must notify their supervisor of any second job or outside employment in writing
immediately upon having secondary employment status.
Outside employment that constitutes a conflict of interest is strictly prohibited. You are
also prohibited from receiving any income or material gain from individuals or entities outside
Employee Handbook 6/1/2012 Page 37
WCG for materials produced or services rendered while performing your job duties with the
Company.
Employees on a leave of absence from the Company generally may not hold other
employment.
OVERTIME
The Company may periodically schedule overtime work to meet our business needs.
We will attempt to give employees advance notice, if possible. We expect that all employees
who are scheduled to work overtime or who are called out to work on a special project will be at
work unless specifically excused by their supervisor. Failure to report for scheduled overtime
work may result in discipline, up to and including immediate termination.
Overtime Hours: In most states, all hours worked in excess of 40 hours in a workweek are
overtime hours. Some states may also have daily overtime laws. For your specific laws,
please refer to the labor law posters or speak with your property Human Resources
Representative. For purposes of calculating overtime hours, only actual hours of work
will be counted. Paid time off is not counted as hours worked for purposes of calculating
overtime hours.
Overtime Compensation: Overtime compensation varies depending on the employee’s pay
plan, job duties, status, and other regulatory factors. For example, our salaried-exempt
employees do not receive overtime pay. Likewise, certain other employees are exempt
from overtime pay, so we pay those employees straight-time pay for overtime hours.
Our hourly non-exempt employees receive straight-time pay plus half-time pay (the time-
and-one-half rate) for overtime hours. In any event, all overtime work performed by such
employees will be paid properly.
All employees (other than salaried-exempt employees) must receive approval from their
supervisor prior to performing overtime work or they may be subject to disciplinary action up to
and including immediate termination.
MINIMUM PAY POLICY
From time to time, you may be required to attend hotel or departmental meetings or be
called in to work due to business demand. If this should occur, you will be paid a minimum of
two hours at your regular home position base pay.
TIMEKEEPING PROCEDURES
All non-exempt employees are required to record their hours of work for the Company
through the use of a time clock. Accurately recording all of your time is required in order to be
sure that you are paid for all hours worked. You are expected to follow the established
procedures in keeping an accurate record of your hours worked. Time must be recorded as
follows:
• Immediately before starting work.
• Immediately after finishing work before a meal break.
• Immediately before resuming work after a meal break.
Employee Handbook 6/1/2012 Page 38
• Immediately after finishing work.
• Immediately before and after any other time away from work.
Additionally, when applicable, employees must record any other non-working time (after
breaks) such as time away from the Company for errands, doctor appointments, etc.
If you fail to clock in or out for your scheduled shift or meal periods, the m a n a g e r
or supervisor will make the appropriate corrections to your time. It is your responsibility to
review your hours on a regular basis to ensure accuracy of your personal time logs. If at any
time you find a discrepancy, you must immediately notify the Human Resources Representative
or Department Manager. You may review your time logs on the employee website at
my.wcghotels.com.
MEAL AND REST PERIODS
Please review your state specific addendum for any policies regarding Meal and Rest
periods.
TIP REPORTING
Some employees receive tips for their work in addition to their pay from the Company.
Under U.S. Government rules, each employee who receives more than $20.00 in cash tips
during a month must turn in a tip report to the Human Resources Office on a per pay period
basis. Furthermore, the rules require that income tax and Social Security taxes on reported tips
be deducted from the regular paychecks. If you receive tips, you should know that the
Government levies a penalty on any employee who fails to report or who reports tips incorrectly.
Those employees who receive tips are responsible for reporting 100% of all tips
received. For employees who work in food service sales, the hotel will report 100% of all tips
received via a charge (room charge and/or credit card or debit card) payment plus a minimum a
minimum of 12% of all cash sales or the amount that the employee reports, whichever is
greater. Please contact Human Resources should you have any questions regarding reporting
of tips for tax purposes. Please contact Human Resources should you have any questions
regarding reporting of tips for tax purposes.
ELEVATORS
Your hotel may or may not have service elevators. If your hotel has service elevators
provided, the service elevators must be used for the transportation of employees and supplies.
Employees are required to use the stairs or service elevators unless otherwise notified by a
Department Manager or General Manager.
If your hotel does not have service elevators, employees will be sharing the elevators
with our hotel guests to transport supplies and employees. Employees must acknowledge the
guest with a verbal greeting and smile in a polite and friendly manner. If there is not enough
space on the elevator, the employee should not enter the elevator, or the employee may need
to exit the elevator and allow the guest to use the elevator, and then wait for the next available
elevator.
Employee Handbook 6/1/2012 Page 39
BULLETIN BOARDS
The Company maintains bulletin boards at various locations throughout our facilities as
an important information source. These bulletin boards are to be used solely to post information
approved by the Company regarding Company policies, governmental regulations, and other
matters of concern to all employees which are related to your employment by the Company.
Please form a habit of checking the bulletin boards daily so that you will be familiar with the
information posted there. No information may be placed on these bulletin boards without
approval by Human Resources.
The Company will not construe or apply this policy in any manner that interferes
with or limits employees’ rights under federal and state laws, including their right to
communicate with one another about work-related issues as provided by Section 7 of the
National Labor Relations Act.
BUSINESS RECORDS
The Company and its employees maintain various types of written and electronic
records related to the Company’s business. All such records maintained on the Company’s
premises and in the Company’s systems are considered to be Company property and, thus, are
subject to review or inspection by the Company, its employees, or agents at any time without
advance notice. For these and other reasons, please do not use our computer systems or other
business systems for personal matters or matters that are not related to the Company’s
business.
CHANGES IN PERSONAL INFORMATION
To keep your personnel records up to date and to ensure that the Company has the
ability to contact employees, and to ensure that the appropriate benefits are available,
employees must promptly make the correction in the WCG employee website at
my.wcghotels.com including name, address, phone number, number of dependents for tax
purposes, or other applicable information. You may notify Human Resources or make the
change online at my.wcghotels.com.
PROTECTION OF THE COMPANY’S TRADE SECRETS AND CONFIDENTIAL
INFORMATION
As part of their employment with the Company, employees may be exposed to and/or
provided with trade secrets (“Trade Secrets”) and other confidential and proprietary information
(“Confidential Information”) of the Company relating to the operation of the Company’s business
and its customers (collectively referred to as “Trade Secrets/Confidential Information”).
“Trade Secrets” mean information, including a formula, pattern, compilation, program,
device, method, technique or process, that: (1) derives independent economic value, actual or
potential, from not being generally known to the public or to other persons or entities who can
obtain economic value from its disclosure or use; and (2) is the subject of efforts that are
reasonable under the circumstances to maintain it secrecy. The Company’s Trade Secrets are
(1) not generally known to the public or to the Company’s competitors; (2) were developed or
compiled at significant expense by the Company over an extended period of time; and (3) are
the subject of the Company’s reasonable efforts to maintain their secrecy.
Employee Handbook 6/1/2012 Page 40
“Confidential I n f o r m a t i o n ” m e a n s i n f o r m a t i o n b e l o n g i n g t o t h e C o m p a n y ,
w h e t h e r reduced to writing or in a form from which such information can be obtained,
translated or derived into reasonably usable form, that has been provided to employees during
their employment with the Company and/or employees have gained a c c e s s to while
employed by the Company and/or were developed by employees in the course of their
employment with the Company, that is proprietary and confidential in nature. Confidential
Information includes, but is not limited to financial records, customer or vendor records and files,
referral or mailing lists, credit card numbers, and similar information.
As part of the consideration employees provide to the Company in exchange for their
employment and continued employment with the Company is their agreement and
acknowledgement that all Trade Secrets/Confidential Information developed, created or
maintained by them shall remain at all times the sole property of the Company, and that if the
Company’s Trade Secrets/Confidential Information were disclosed to a competing business or
otherwise used in an unauthorized manner, such disclosure or use would cause immediate and
irreparable harm to the Company and would give a competing business an unfair business
advantage against the Company.
Employees will not, except as required in the conduct of the Company’s business or as
authorized in writing by the Company, disclose or use during their term of employment or
subsequent thereto any Trade Secrets/Confidential Information. Furthermore, all records, files,
plans, documents and the like relating to the business of the Company which employees
prepare, use or come in contact with shall be and shall remain the sole property of the Company
and shall not be copied without written permission of the Company and shall be returned to the
Company on termination or cessation of employment, or at the Company’s request at any time.
GUEST CONFIDENTIALITY
Employees are expressly prohibited from divulging a guest’s name, room number or any
other information about the guest to anyone. As a hotel employee, you are in a position to
observe the personal actions of many people. It is mandatory that you refrain from discussing
your observations either within or outside the hotel. Our guests place their trust in you.
Guest room keys may not be issued to any non-registered hotel guest. All guests must
present a photo id to receive hotel keys, lost keys and/or duplicate keys. At no time may a guest
be allowed to enter a guest room without a key or proper identification that matches the
registered guest of the hotel.
CONTACT WITH GOVERNMENTAL AGENCIES
Anyone who is contacted by a representative of a governmental agency or unit, including
a process server, should not accept any document on behalf of the Company and should not
answer any questions on behalf of the Company. The government representative should
instead be referred to the General Manager. The purpose of this policy is to ensure that
Company management receives all information pertaining to the Company at the earliest date
possible so it may fulfill any obligation imposed upon it by law or regulation. This policy is not
designed to prohibit an individual’s cooperation with a government investigation.
Employee Handbook 6/1/2012 Page 41
ELECTRONIC COMMUNICATIONS
This policy contains guidelines for Electronic Communications created, sent, received,
used, transmitted, or stored using Company communication systems or equipment and
employee provided systems or equipment used either in the workplace, during working time or
to accomplish work tasks. “Electronic Communications” include, among other things, messages,
images, text data or any other information used in e-mail, instant messages, text messages,
voice mail, fax machines, computers, personal digital assistants (including Blackberry, iPhone
or similar devices), pagers, telephones, cellular and mobile phones including those with
cameras, Intranet, Internet, back-up storage, information on a memory or flash key or card,
jump or zip drive or any other type of internal or external removable storage drives. In the
remainder of this policy, all of these communication devices are collectively referred to as
“Systems.”
Acceptable Uses of Our Systems: Employees may use our Systems to communicate
internally with co-workers or externally with guests, suppliers, vendors, advisors, and other
business acquaintances for business purposes.
Company Control of Systems and Electronic Communications: All Electronic
Communications contained in Company Systems are Company records and/or property.
Although an employee may have an individual password to access our Systems, the Systems
and Electronic Communications belong to the Company. The Systems and Electronic
Communications are accessible to the Company at all times including periodic unannounced
inspections. Our Systems and Electronic Communications are subject to use, access,
monitoring, review, recording and disclosure without further notice. Our Systems and Electronic
Communications are not confidential or private.
The Company’s right to use, access, monitor, record and disclose Electronic
Communications without further notice applies equally to employee-provided systems or
equipment used in the workplace, during working time, or to accomplish work tasks.
Personal Use of Our Systems: Although incidental and occasional personal use of our
Systems that does not interfere or conflict with productivity or the Company’s business or violate
policy is permitted, personal communications in our Systems are treated the same as all other
Electronic Communications and will be used, accessed, recorded, monitored, and disclosed by
the Company at any time without further notice. Since all Electronic Communications and
Systems can be accessed without advance notice, employees should not use our Systems for
communication or information that employees would not want revealed to third parties.
Prohibited Uses of Our Systems: Employees may not use our Systems in a manner
that violates our policies including but not limited to No Harassment, Equal Employment
Opportunity, Confidential Information, Business Records, and No Solicitation. Employees may
not use our Systems in any way that may be seen as insulting, disruptive, obscene, offensive, or
harmful to morale. Examples of prohibited uses include, among other things, sexually-explicit
messages, images, cartoons, or jokes; propositions or love letters; ethnic or racial slurs; or any
other message or image that may be in violation of Company policies.
In addition, employees may not use our Systems:
Employee Handbook 6/1/2012 Page 42
• to d o w n l o a d , save, send or access any defamatory, discriminatory or
obscene material;
• to download, save, send or access any music, audio or video file;
• to download anything from the internet (including shareware or free software)
without the advance written permission of the Corporate IT Administrators;
• to download, save, send or access any site or content that the Company might
deem “adult entertainment;”
• to access any “blog” or otherwise post a personal opinion;
• to solicit employees or others;
• to text message or instant message for non-business purposes;
• to attempt or to gain unauthorized or unlawful access to computers, equipment,
networks, or systems of the Company or any other person or entity;
• in connection with any infringement of intellectual property rights, including but
not limited to copyrights; or
• in connection with the violation or attempted violation of any law.
Electronic Forgery: An employee may not misrepresent, disguise, or conceal his or her identity
or another’s identity in any way while using Electronic Communications; make changes
to Electronic Communications without clearly indicating such changes; or use another
person’s account, mail box, password, etc. without prior written approval of the account
owner and without identifying the actual author.
Intellectual Property Rights: Employees must always respect intellectual property rights such
as copyrights and trademarks. Employees must not copy, use, or transfer proprietary
materials or confidential information of the Company or others without appropriate
authorization.
System I n t e g r i t y , S e c u r i t y , a n d E n c r y p t i o n : All H o t e l B r a n d S y s t e m
p a s s w o r d s a n d encryption keys must be available and known to the Company.
Passwords must be on file and retained by Human Resources. Employees may not
install password or encryption programs without the written permission of our Systems
Supervisor. Employees may not use the passwords and encryption keys belonging to
others.
Applicable Laws: Numerous state and federal laws apply to Electronic Communications. The
Company will comply with applicable laws. Employees also must comply with applicable
laws and should recognize that an employee could be personally liable and/or subject to
fine and imprisonment for violation of applicable laws.
Consequences of Policy Violations: Violations of this Policy may result in disciplinary action
up to and including immediate termination of an employee’s employment as well as
possible civil liabilities or criminal prosecution. Where appropriate, the Company may
advise legal officials or appropriate third parties of policy violations and cooperate with
official investigations. We will not, retaliate against anyone who reports possible policy
violations or assists with investigations.
Questions: If you have questions about the acceptable use of our Systems or the content of
Electronic Communications, ask your supervisor for advance clarification.
Employee Handbook 6/1/2012 Page 43
INSPECTION OF WORK AREA
Employees are reminded that permission to bring items, such as bags, onto Company
property is conditioned on agreeing to inspection by the Company on request. Therefore, the
Company may search, without further advance notice, desks, cabinets, lockers, tool boxes,
vehicles, including personal vehicles brought onto Company property, bags, or any other
property on Company premises or in Company vehicles.
NO WEAPONS
The Company prohibits employees and all other persons (other than law enforcement
and authorized security personnel) from bringing firearms, ammunition, explosives, or other
weapons of any kind onto Company property at any time. Likewise, no employee should
possess any firearm, explosive, or other weapon at any time while performing any work for the
Company. Although the Company retains the right to determine the scope of this policy and the
terms contained in it, “possess” as used in this policy generally means to have on your person,
in your vehicle or the vehicle assigned to you, or in other property in your presence or under
your control (such as bags, packages, purses, briefcases, desks, toolboxes, lockers, etc.), while
on Company premises or while you are at work for the Company. If you have a question about
whether a particular item could be considered a “weapon,” you should consult with your
supervisor immediately. The Company enforces this policy consistent with applicable state law.
Any violation of this policy may subject an employee to discipline, up to and including
immediate termination. If you have any questions concerning the application of this policy, you
should consult your supervisor immediately.
Please review your state specific addendum for any additional policies and/or exceptions
regarding Weapons. Where the addendum conflicts with the handbook, the addendum will
apply.
RECORDING FOR EVALUATION PURPOSES
To maintain a high level of guest service and to ensure consistent training for all of our
employees, the Company periodically monitors and/or records conversations between Company
employees and outside callers. Our use of monitoring and/or recording equipment is in
compliance with state and federal law. Your consent for the Company to monitor and record
customer phone calls is a condition of employment.
KEY CONTROL
All Company property which is secured by locking devices, with the exception of office
equipment and vehicles, will be secured by locks on the hotel system. All keys remain the
property of the Company. If you are issued a key as part of your duties you must adhere to the
following guidelines:
• safely keep keys issued to you;
• if a key is lost or stolen, contact your supervisor immediately;
• ensure that doors are locked when leaving the area at the conclusion of work;
• surrender keys to your department manager upon transfer or termination;
• do not exchange or lend keys to anyone; and
Employee Handbook 6/1/2012 Page 44
• sign out keys at the beginning of your shift (if applicable)
• return all signed-out keys to the appropriate secured location, and sign in the
keys on the appropriate key log before the end of your shift.
If you are issued a key that opens guest rooms, you are responsible for the safe keeping
of the keys at all times. If a floor master or master key is lost, you must report the loss
immediately to your manager and security (if applicable).
HOUSE BANK/CASHIER PROCEDURES
Each employee assigned a house bank must execute a House Bank Agreement. The
assigned employee must comply with the following:
1. Be responsible for the safekeeping of the bank.
2. Keep the bank at all times (when not in use) in a safe deposit box.
3. The funds of the bank remain the property of the hotel at all times. They are not
to be used as your own.
4. Permit auditing of the bank at any time.
5. Cashiers are required to count their banks at the beginning and end of each shift
with a witness and report any variances immediately.
6. Cashiers are required to have a detailed listing of all items in the cash drawer
after each cash count. The listing must include all cash amounts, any additional
items and initials of cashier, witness and time and date of count.
7. To comply with all rules and regulations concerning the bank as established by
the hotel.
8. All monies must be locked and secured at all times
CELLULAR PHONES & OTHER COMMUNICATION DEVICES
All pagers and electronic equipment used for business purposes must be approved and
issued by the Hotel. Employees are expected to demonstrate proper care of company issued
property. If you lose, break or damage your hotel issued cellular telephone or pager, report it to
your supervisor at once. All cellular telephones or pagers issued by the Company must be
returned upon leaving the Company or upon transferring to a position that does not require a
cellular telephone or pager.
Employees are encouraged to take appropriate safety precautions when using their
company issued cellular telephone or pager. The use of handheld cellular telephones, texting
devices or pagers while driving is prohibited. Employees are expected to comply with applicable
state laws regarding the use of cellular telephones or pagers
Cellular phones and other communication devices may not be turned on during your
work shift. Use of communication devices and cellular phones is permitted only during
scheduled break times and used only in employee break areas. Use of personal pagers and
cellular phones while on duty or in guest areas will result in disciplinary action up to and
including termination.
Employee Handbook 6/1/2012 Page 45
PERSONAL COMMUNICATIONS, WEBSITES & BLOGS
The following policy governs Employee use of social media, including any online tools
used to share content, profiles, opinion, insights with others such as personal web pages,
message boards, networks, communities and social networking websites, including but not
limited to Facebook, Myspace, Twitter, and LinkedIn as well as weblogs (“blogs”). The lack of
explicit reference to a specific site does not limit the application of this policy.
The Company respects the rights of all employees to use media of self-expression.
However, the Company also has an interest in protecting its image, goodwill, and reputation in
the community. For this reason, the Company expects employees to conduct themselves in a
professional manner and exercise good judgment when using social media, social networking
sites and/or blogs.
Therefore, Employees are strictly prohibited from the following:
- Listing their Company e-mail address or company-issued phone numbers unless
the social media, social networking site or blog is used solely for Company
business and has been authorized by the President of the Company;
- Using any social media, social networking, blogs or other form of online
publishing or discussion activities while on Company time, property or business
except if it is being done for company business and with the written permission of
the President of the Company;
- Posting any material that is obscene, vulgar, defamatory, threatening,
discriminatory, harassing, abusive, or hateful to another person or entity;
- Posting or using a picture or likeness of a manager, supervisor, co-worker,
vendor or customer without that individual’s express advance permission; and
- Engaging in activity that reflects or may reflect negatively on the Company, its
affiliates, employees, clients, partners, vendors and suppliers, or contains any
content prohibited by the Company’s policies and procedures.
Employees engaging in use of social media, social networking and blogging activities
are subject to all of the Company policies and procedures, including but not limited to the
Company’s policies on (i) protecting the confidentiality of Company information, (ii) safeguarding
Company property; (iii) the prohibition against unlawful discrimination and harassment; and (iv)
the use of the Company’s electronic systems.
Employees are expected to remain respectful of the Company, managers, supervisors
and co-workers, the Company’s products and services, clients, partners, affiliates, vendors,
suppliers, and competitors (and their products and services), and shall not post any material
that is obscene, vulgar, defamatory, threatening, discriminatory, harassing, abusive, hateful or
embarrassing to another person or entity, and shall not engage in activity that reflects or may
reflect negatively on the Company, its affiliates, employees, clients, partners, vendors and
suppliers, or contains any content prohibited by the Company’s policies and procedures.
Employees should have no expectation of privacy while using online social media, social
networking sites a n d /or b l o g s . Employees should e x p e c t th a t a n y i n f o r m a t i o n
created,
Employee Handbook 6/1/2012 Page 46
transmitted, downloaded, exchanged or discussed in online media, social networking sites
and/or blogs may be accessed by the Company at any time without prior notice. Employees are
personally responsible for the commentary they express and the material they post while
engaging in online social networking and blogging activities.
The Company will not construe or apply this policy in any manner that interferes
with or limits employees’ rights under federal and state laws, including their right to
communicate with one another about work-related issues as provided by Section 7 of the
National Labor Relations Act.
Violations of this policy may result in disciplinary action, up to and including termination
of employment.
SAFETY AND REPORTING OF ACCIDENTS
The health and well-being of our employees and our guests are foremost among our
concerns. Each employee is expected to assist the Company in maintaining safe working
conditions. You must follow common-sense safety practices. Safety is everyone’s
responsibility.
You must also correct or report any unsafe condition, or defective or malfunctioning tool
or equipment, or other hazards to your supervisor. All employees must cooperate with the
Company in maintaining safe working conditions. You may be asked to help in emergency
situations and to ensure safety efforts.
You must immediately report ALL accidents -- including those that do not involve serious
injury and those involving guests -- to your supervisor. It is only through full knowledge of every
accident that the Company can remain a safe and healthy place for everyone to work.
All employees are required to adhere completely to all Company and OSHA safety
requirements, as well as state and federal laws and insurance company requirements. Failure
to comply with safety requirements will result in discipline, up to and including immediate
termination.
Basic rules include:
1. Do not remove guards or other safety devices, except pursuant to proper
maintenance and repair guidelines — never operate equipment without required
electrical grounding.
2. Promptly report all hazardous conditions, broken equipment, or unsafe practices
to your supervisor.
3. Wear a seat belt when in a Company vehicle.
4. Follow all safety rules.
5. Use personal protective equipment (PPE) when required including but not limited
to; protective gloves, eyewear, helmets, steel toed shoes, etc…
6. Report all accidents immediately to your supervisor.
7. Refrain from horseplay and practical jokes.
8. Follow lock out - tag out rules.
9. Adhere to OSHA requirements.
Employee Handbook 6/1/2012 Page 47
10. Be familiar with information on Material Safety Data Sheets (MSDS) for all
chemicals used in the course of your job duties.
GUEST INJURIES
All guest injuries must be immediately reported. Call the Hotel operator and give the
location of the incident, the type of injury and whether an ambulance is needed. Stay with the
guest until help arrives. Do not attempt to move an unconscious person. Make sure a member
of management is advised so that the proper report can be completed. DO NOT attribute fault
to either the Hotel or the guest.
EMPLOYEE INJURIES
All employee injuries must be immediately reported to any manager or supervisor. If a
medical emergency, an ambulance will be called. If you are a witness to the employee injury,
stay with the employee and notify a manager or supervisor. Do not attempt to move an
unconscious person. Make sure a member of management is advised so that the proper report
can be completed.
If you need to see a Doctor, your Supervisor will refer you to the Company Clinic.
Depending on the severity of the injury / accident, you will be expected to complete the
Employee Accident Report or the Employer’s First Report /DWC-1 (state of CA only). Your
Supervisor will help you complete the proper papers.
Report the Doctor’s findings to your Supervisor immediately (within 24 hours) of your first
visit, and your progress with each subsequent visit.
You must report to your next scheduled shift once the Doctor releases you to work (part-
time, temporary, modified or regular duty) If not released to regular duty, modified duty may be
available for most positions. Your Supervisor, HR Manager and the Doctor will work together
regarding modified duty.
Subject to the provisions of the American Disabilities Act, and any and all applicable
state and local laws, the Company generally extends to employees temporary modified duty
positions, where available, to accommodate restrictions due to occupational injuries and
sickness for a period of four (4) months.
If you are unable to return to work (temporarily) it is recommended you keep in weekly
contact with your Supervisor and / or HR Manager. You’re Supervisor and HR Manager will be
in direct contact with the Doctor, Clinic and Worker’s Compensation Administrator to ensure
your speedy recovery and return to work.
UNAUTHORIZED RECORDING
To maintain the security of our premises and systems, the Company prohibits
unauthorized photography or audio and video recording by an employee. Do not use a cell
phone or any other device to make any type of photograph or audio or video recording.
Authorization for any type of recording requires the advance written approval of the General
Manager. Violation of this policy may result in discipline, up to and including immediate
termination of employment.
Employee Handbook 6/1/2012 Page 48
The words you are searching are inside this book. To get more targeted content, please make full-text search by clicking here.
WCG 2017 Employee Handbook Tobias Notes (1)
Discover the best professional documents and content resources in AnyFlip Document Base.
Search