Page |1
Homewood Mountain Resort and
West Shore Café & Inn
2013-2014 Employee Handbook
Homewood is owned by JMA Ventures, LLC, a full service real estate investment firm based in San
Francisco. JMA’s portfolio encompasses some of the San Francisco Bay Area’s premier lifestyle and
entertainment venues including Fairmont Heritage Place at Ghirardelli Square, Waterbar and EPIC
Roasthouse restaurants on San Francisco’s revitalized Embarcadero waterfront. Other properties
include Red Lodge Mountain in Montana and the Downtown Plaza in Sacramento.
Homewood Mountain Resort started its transition from a Tahoe summer family resort to a public ski
area in 1961. The area opened with one rope tow and added its first chair lift in 1964. Additional land
and lifts were added over the years, including purchases from the Noonchester Gold Mine, resulting in
runs named Ore Car, Tailings, Nugget and Bonanza. In 1972, the first quad chair in California was
installed here. Homewood Mountain Resort now features eight lifts and 56 runs, with over 1,260 acres
of skiable terrain. Homewood Mountain Resort is famous for its spectacular views of Lake Tahoe and
its friendly atmosphere. The skiing and snowboarding are superb here even on storm days when other
areas are on wind hold. Our powder and tree skiing/snowboarding are two of Tahoe's best-kept
secrets! (shhh)
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
Page |2
I would like to take this opportunity to welcome you to the 2013/2014 winter season at Homewood
Mountain Resort. Whether this is your first season or you have been with us for years, you have joined
the greatest team that you will ever be part of, at one of the greatest resorts in California. We are a full
service Mountain Resort that offers the best views and powder skiing in the Sierra Nevada Mountain
Range. Homewood Mountain Resort offers the best lake views in the Tahoe Basin and I am sure you
will enjoy our tree skiing, powder, back country and terrain parks. Homewood is made up of a unique
and diverse group of individuals brought together by our passion and love for snowsports. We place a
high value on customer service, professional development, business systems and performance
excellence and we rely on the resources that other JMA Ventures, LLC synergies provide.
The handbook presented here are in addition to the information provided to you concerning policies
and procedures of individual departments as well as various training modules you will be required to
complete. Please become familiar with this information as it is your responsibility.
If you ever have any concerns or suggestions please feel free to come to me or any of your managers
or supervisors as we have an open door policy in regards to communication.
Kevin Mitchell
General Manager
Homewood Mountain Resort
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
Page |3
HOMEWOOD MOUNTAIN RESORT FACTS
Location:
Base Elevation:
Top Elevation:
Vertical Rise:
Skiable Terrain:
Trail System:
Longest run:
Lift System:
Average Snowfall:
6 miles south of Tahoe City (19 miles north of South Lake Tahoe)
6230 feet
7880 feet
1650 vertical feet
1260 acres
60 ski runs = 15% Beg. 50% Int. 35% Adv
2 miles
7 lifts = 1 quad, 2 triples, 1 double, and 3 surface
425 inches per year
West Shore Café and Inn
JMA’s acquisition of West Shore Café & Inn in 2010 represented a new beginning for the inn and
restaurant, one that restored the West Shore Café as an approachable, must-visit destination for
residents and visitors looking for spectacular lakefront dining – whether arriving by car, by boat or by
foot. The intimate inn at the West Shore Café & Inn offers six luxurious, lodge-inspired guestrooms and
suites that provide guests with luxurious comforts, lake and mountain views, authentic Tahoe
hospitality, and conveniences such as a daily house baked continental breakfast, boat and car valet,
and on-demand, door-to-door shuttle service to nearby destinations. Our guest at Homewood
Mountain Resort can walk across the street and enjoy a great meal in a spectacular setting.
Who we are at Homewood Mountain Resort
Our Mission is to “Share our View”
• Our view of the guest experience;
Engaging in legendary service at every opportunity.
• Our view of our people;
Synergizing with our resort partners in providing a great work environment.
Encouraging professional development
• Our view of our finances
Managing daily, weekly and monthly fiscal responsibility as the key to future success
Cultivating a culture of connecting the guests with the right products
• Our view of our Environment
We are stewards of our environment through actions and education
Ensuring that safety is everyone’s job
The Homewood culture is value based. We feel strongly that if our employees are engaged, happy and
rewarded; they will create legendary guest experiences. A top priority for every individual among the
Homewood Team is to ensure that guests have a fun, safe, and memorable experience. “Your job is my
job; and mine is yours” is part of the philosophy among the Homewood Team. Everyone truly works as
a team at Homewood Mountain Resort and we celebrate individuals who understand the workings at
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
Page |4
the entire resort - versus one department. You need to enjoy “pitching in” whenever and wherever
your assistance is needed. Most importantly, we all have a direct effect on the success of the company.
Homewood Team members care to ask questions, share concerns, or give ideas on innovation and
efficiencies that improve both the guests’ and employees’ experience.
Our Values are; Our Guests, Teamwork, Professional development and sharing jobs as appropriate,
Performance excellence, Managing daily, weekly and monthly fiscal responsibility as the key to future
success, The environment- through our actions, we are stewards of our environment, Respecting
ourselves and others will help us create safe experiences.
Our Values presented another way are:
H
O
M
E
W
O
O
D
Homewood engages in legendary service at every opportunity
Our employees are empowered to take care of every guest
My job is your job, and yours is mine
Every employee will work together to provide a great work environment
When we manage daily, weekly and monthly fiscal responsibility, our future success is ensured
Over attention to the details of change will take us into the future
Our actions show we are stewards of our environment
Directing safety is everyone’s responsibility
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
Page |5
GUEST CONNECT!
Our guests have many opportunities to tell others about their experience at our resorts. There used to
be an easy model to follow that went something like this; every dissatisfied customer tells 10 people
about their experience, those 10 people tell 10 more, etc. That model is no longer valid, it is now
trumped by a few sentences typed into www.yelp.com or www.local.yahoo.com or a plethora of other
websites designed to communicate both good and bad experiences customers have in which
thousands of people can be alerted instantaneously. Great customer service was once something that
set some resorts apart from others, this is now a core competency that resort guests expect regardless
of where they are. If we are not constantly improving how we engage the guest (as some of our closest
competitors are), then we will be set apart in a category we do not want to be in. Proactively engaging
the guest will not only help us prevent customer service issues, but will elevate our brand delivery to
new heights and increase profitability through guest retention.
APPEARANCE
The first rule in the engage the guest service program is to be presentable. All employees must meet
the appearance guidelines including proper uniform pieces and grooming standards as a base. Without
this guideline being met, it is difficult to move into the next level of engaging the guest.
ENGAGE THE GUEST
Engage the Guest is a guide to help you to make the right choices in guest engagement. The model
includes ways to recognize which guests should be engaged, methods of engagement, and how to
include Guest Connect! When should you Engage the Guest? With every guest encounter possible.
Studies show that guests become more upset when an employee shows indifference than any other
issue that may come up. So just remember to Engage the Guest with every guest encounter possible.
This can be difficult, especially with those employees who encounter hundreds of guests in a day but it
is very important.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
Page |6
When you Engage the Guest it is important to demonstrate the most appropriate behaviors, i.e. smile,
make eye contact, use appropriate words and gestures. An acronym many people like to remember for
when you encounter a guest is SEE (smile, eye contact, engage). Think of an example that you
experienced recently in which you were a customer and an employee acted positively toward you.
How did they act? What type of behaviors did they demonstrate? Can you copy these behaviors?
People generally like being treated well, and this is often defined differently by different people. It is
important to be able to assess and understand who you are about to engage with so that you can
adjust your behavior appropriately. Would you engage with a group of teenagers differently than you
would a young family? As much as possible, use open ended phrases in which the guest is required to
respond with more than a yes or no, this way a conversation is more likely to naturally start. Some
sample opening phrases are as follows;
“How are you today?”
“Do you have everything you need?”
“Can I help you find something?”
“Do you know about______?”
“How was your experience with_______?”
“Would you be interested in _________?”
There are many opening phrases for engaging the guest and our intent is not to dictate what you
should say, as every personality and situation is different, these are merely some examples to get you
started.
After engaging the guest you are often presented with the option of filling a need of the guest, or
solving a problem for the guest. Filling the need of the guest presents a natural transition to Guest
Connect!, connecting the guest to the right products. Solving the problem is covered in our Solve it!
program later in this chapter.
GUEST CONNECT!
After Guest Engagement comes Guest Connect! connecting the guest to the right product. This is an
important program that involves training the employees to be knowledgeable about the resort
products and potentially rewards that employee for connecting the right product to the guest. Please
see the Guest Connect! guide for more information on this program.
Our resort has a wide variety of products offered to our guests; many guests need to be guided into
the product that is right for them. These products might be an upgrade to a demo package for an
advanced skier, or a three pack for a snowboarder who is in Tahoe for a week. We need to make sure
we are connecting our customers to the right product for each of them.
Guest Connect! helps guide you into suggesting the appropriate products to our guests. If we leave this
to be too natural of a process then our guests may have a pleasant time, but they will not be
experiencing the best that we have to offer. To truly experience the best of what we have to offer at
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
Page |7
Homewood Mountain Resort most of our guests need to be guided into finding the right products to
enhance their experience. This program helps you deliver this promise to our guests.
Guest Connect! is a company-wide program that includes all departments and will be reinforced in
your weekly safety and service meetings with your department. Each week the resort will focus on one
specific product to promote to the guests. This product will not always be appropriate for all guests
however this program is designed to give you a great understanding of what our signature products are
over time. Please see your supervisor if you miss a meeting and need to find out the weekly Guest
Connect! topic.
Guest Engagement does not always result in Guest Connect! Sometimes it results in learning about
problems. This is where Solve it! comes in.
SOLVE IT!
Solve it! is welcoming problems. Problems are opportunities in disguise. It is everyone’s job to
recognize problems and fix them. We cannot do this, however, if we turn a blind eye to problems.
These problems might be a family struggling from the parking lot to the lodge, or a snowboarder
walking down a run that is too difficult for them or a guest receiving a cold meal. Each of these
problems are opportunities to turn someone’s day around into a fantastic experience.
Each problem a guest is having is solvable in their mind. Each employee will be empowered to solve
guest issues through the use of a tool called Solve it! to be used as a currency in the face of the issue
presented. This tool is a form you can pull from their pocket to help guide them through the solution.
You will use your judgment to decide upon how to best fix the issue using soft dollars when necessary.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
Page |8
You will explain on the form what the issue is and how you intend to fix the issue, i.e. a new, hot lunch
or another two and a half hour lesson.
There are acceptable soft dollar solutions and some prohibited solutions. Solve it! cannot be used for
any alcoholic beverages or high ticket items such as private lessons or multi day lift tickets. Please talk
to your supervisor if you feel a solution warrants something more than you feel comfortable with. Not
all solutions need any sort of soft dollar redemption and some issues will not be resolved through this
method. This program is designed to solve many of the issues that arise at the front line level prior to
them turning into larger issues.
A report will be compiled periodically to assess the program and look for service issue trends that need
to be addressed.
In his book Married to the Brand, William J. McEwen writes: "Only about one in seven customer
problems are typically handled at excellence, our research reveals. What's more, anything less than
excellence appears to be enormously destructive, placing the brand marriage in peril." We aim to
change that with Solve it!.
Remember, the LAST form of communication when using solve it. LAST stands for (L) Listen, (A)
Apologize, (S) Solve, and (T) Thank you. When using LAST in sequence, you often will not need to give
anything to the guest using Solve it!.
OUR ENVIRONMENT
Many guests and employees have actively chosen
Homewood as their home mountain because of the
resort’s environmental standards and high regard
for the mountains. We are committed to
protecting and preserving our amazingly beautiful
areas as much as possible. Homewood has a strong
history of land stewardship, making special
consideration to our responsibility of the clarity of
Lake Tahoe.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
Page |9
Environmental Code of the Slopes
What skiers, snowboarders and resort employees can do to help:
Follow the Leave No Trace™ principles of outdoor ethics when visiting ski areas:
• Plan ahead and prepare: Know the regulations and special concerns for the area you’ll visit,
prepare for winter weather, and consider off-peak visits when scheduling your trip.
• Dispose of waste properly: Recycle your glass, plastics, aluminum, and paper at resorts. Reuse
trail maps on your next visit or recycle them rather than throwing them away. Never throw
trash, cigarette butts or other items from the lifts.
• Respect wildlife: Observe trail closures, seasonal closures, and ski area boundaries. These
closures are in place not only for your safety, but also for the well being of plants and animals
located in sensitive areas. In summer, stick to designated trails when hiking and biking to avoid
disturbances to vegetation and wildlife.
• Be considerate of other guests: Respect other guests, protect the quality of their experience,
and let nature’s sounds prevail.
EMPLOYMENT AND PAY POLICIES
Prior to starting work, employee paperwork must be completed and documents provided for
government forms. You must agree to policies as stated in this handbook. You may not start working
until all pre-employment forms are complete with appropriate signatures. A Personnel Action Form
will be filled out by your supervisor and submitted to Human Resources. No passes will be issued until
all paperwork is complete.
EMPLOYEE TRAINING
Training is very important to us, to you and to the success of the season. Understanding not only the
fundamental tasks of how to perform your job but how to best connect the Guest with the right
product and service is equally if not more important. We also want you to have the knowledge, desire
and ability to “Solve it” so the guests has best experience we can offer. This is why training is so
important for you to learn these crucial skills. Each employee will be required to attend Guest Connect!
training when they first arrive. Job specific training sessions will be held by individual departments.
You will be paid for this training. If you feel that you need additional instruction in some part of your
job after you become familiar with your area of responsibility, discuss it with your supervisor.
WORK SCHEDULE
The success of our resorts depends on team effort. You were hired to perform a specific job, but there
may be occasions when your help is needed in another department and you'll be expected to lend a
hand. It gives you the chance to learn new skills, make new friends and participate in the spirit of
teamwork that makes this a unique place to work.
You are expected to be at your station on time and to clock in just before the start of your shift and
clock out immediately after your shift, or when you are no longer on duty. You will only be paid for
scheduled hours of work. Any additional time worked must be pre-approved by your supervisor and
initialed on your time card. Clock in for yourself only.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 10
TIME CLOCKS
Your Staff ID (ski pass) has a bar code on it, and you use it to clock in and out at a Time Clock. Check
with your manager for Time Clock instructions and to find out where your Time Clock is located.
Employees may not clock in more than 5 minutes prior to their scheduled shift. Please report any
missed punches or errors on your timecard to your manager.
PAY PERIODS
The work week is Monday thru Sunday, you will be paid semi-monthly (twice a month). Payday is no
later than the fifth business day following the last day of the month and the fifth business day
following the 15th of the month. Paychecks are available from your supervisor, not Human Resources.
Direct Deposit gives you access to your paycheck immediately, ask to sign up with Human Resources.
PAYCHECKS
Upon receipt of your paycheck, please review carefully:
• Name, address, social security number, withholding, etc.
• Hours paid and gross wage paid
• Deductions, if any
You will be responsible for reporting any errors immediately to Payroll/Human Resources. If you lose
your check, report it immediately to Payroll/Human Resources. There is a stop payment fee for any
lost checks. The Company does not cash payroll checks.
"ADVANCES" on pay are not available.
CHANGES to your address, withholding allowances, name, etc. need to be in writing and submitted to
Human Resources.
Certain TAXES are withheld from your paycheck, as required by law.
• Federal Income Tax and State Income Tax are withheld based upon the number of withholding
allowances you claim on your W-4 form.
• Social Security and Medicare taxes are withheld based on a percentage of your gross income.
• California State Disability and Paid Family Leave Insurance (SDI and PFL) withholds a percentage
of your gross income.
In addition to taxes withheld from your paycheck, The Company also pays, on your behalf, Social
Security and Medicare taxes and contributes a percentage of all wages paid to State and Federal
unemployment compensation benefit funds.
If you have questions regarding taxes withheld from your paycheck, contact Human Resources/Payroll.
DIRECT DEPOSIT of payroll checks to bank accounts is available. This is a great way to ensure your
check is in the bank in a consistent and timely manner. We encourage all of our employees to set up a
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 11
direct deposit account. Please bring in a voided personal check (for routing numbers) to Human
Resources and fill out appropriate paperwork.
HOURS AND OVERTIME POLICIES
Seasonal Operation
When your resort opens for the season, or when snowmaking starts, your resort is considered "under
operation." California state law provides for straight time pay up to 48 hours worked in a work week,
with time and a half to be paid on hours worked after 10 in one day or 48 in a week. If you work all
seven days in a week, the seventh day (Sunday) hours will all be overtime.
NOTE: ALL OVERTIME MUST BE PRE-AUTHORIZED BY YOUR DEPARTMENT MANAGER.
BREAKS AND MEAL BREAKS You are entitled to a ten (10) minute paid rest break after every four
consecutive hours worked. You also must take a one half hour unpaid lunch break if you work over six
(6) hours in one day. Your meal break is off-duty time, and you will not be paid for it or be covered by
Workers' Compensation. You must clock out for your meal break at a time clock and clock back in
upon returning to work, or fill out a break form for your supervisor.
If you work over 10 hours, you should take a second unpaid one half hour meal break. This can be
waived if both you and your supervisor agree to it in writing. If you work over 12 hours, you must take
a second meal break.
One person often gives lunch breaks to several employees in succession. As a courtesy to your fellow
employees, please be at your workstation promptly at the end of your lunch break. During weekends
and holiday periods, lines may be long at the restaurants. Please schedule your time accordingly.
Cutting of any lines is prohibited.
It is our responsibility and desire to ensure everyone has a break. If you voluntarily elect to not take a
meal period break for your own personal reasons, please speak to your manager about waiving your
meal period for that shift. A waiver for that shift must be signed by you. You cannot waive your meal
period break for the entire season or for any length of time other than the occasional shift for personal
reasons and not for the “good of the company”. Again, this is something you must request voluntarily
and will not be honored if you were too busy at work and wanted to save the company money. This is
not the intent or spirit or the waiver. Homewood Mountain Resort complies with all California
employment laws. Please contact HR if you feel that you manager or supervisor is not providing the
necessary breaks or is abusing the waiver system.
PUNCTUALITY AND ATTENDANCE
Employees are expected to report to work as scheduled, on time and prepared to start work. If unable
to report to work you must call your manager at least one hour before the time you are scheduled to
begin work. If you are unable to reach your manager you may leave a message with Human Resources
or Administration. Excessive absenteeism or tardiness will not be tolerated.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 12
STORM PERIODS AND WORK SCHEDULES
Every effort is made during storm periods to maintain normal operation. Waking up to find that your
car is buried with a frozen-solid titanic size berm in back of it is common. On snow days, plan to get up
earlier so you can shovel out and be at work at your scheduled time.
Occasionally, the weather will get the upper hand and reduced operation results. Conditions that
excuse absence from work include highway closure, severe avalanche danger or severe flooding. If
these weather conditions prevent you from safely traveling to work, you must notify your manager by
phone.
SCHEDULE CHANGES
Your supervisor will telephone you if there is a schedule change. If you do not have a phone, it is your
responsibility to contact your supervisor. Some Departments use online scheduling tools such as RTP or
Schedulefly. It is your responsibility to know what system your specific department uses for scheduling.
If you need to change your schedule, you must contact your supervisor, even if you have made
arrangements with another employee to cover your shift.
EMPLOYMENT OF RELATIVES
Homewood Mountain Resort will accept and consider applications for employment from relatives.
However, close family members such as parents, grandparents, children, spouses, domestic partners,
brothers and sisters, or in-laws will not be hired or transferred into positions where they are directly or
indirectly supervised by, or are in a supervisory capacity over, another family member. Further, such
relatives generally will not be placed into positions where they work with or have access to sensitive
information regarding close family members or if there is any potential for a conflict of interest
situation.
Present employees who marry (or become registered domestic partners) will be permitted to continue
employment only if they do not work in a direct supervisory relationship with one another.
SEPARATION PROCEDURES
We request that you give at least two weeks’ notice of an intention to quit, if possible. Upon
termination of your employment, you must:
• Return your Staff ID and those of your family to Human Resources.
• Return any keys or equipment issued to you to your supervisor.
• Clean out your issued locker(s).
• Return your uniform to the Uniform Room or Human Resources.
• Notify Human Resources of your forwarding address for W2 forms and other correspondence.
Human Resources has information regarding rehire procedures for the following season and may have
information regarding jobs available in the area during the summer.
Financial obligations you incur for participation in any special program or purchase from Homewood
Mountain Resort must be paid. Balances owed will become due in full upon your termination.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 13
CONDUCT STANDARDS
Homewood Mountain Resort employees are expected to maintain certain behavior and performance
standards. The following list is intended to provide examples of behavior that can result in discipline
up to and including immediate termination; it is not intended to be complete. At all times,
employees are expected to use good judgment in determining appropriate behavior at work.
Committing any one of the following acts may result in immediate dismissal. Homewood Mountain
Resort reserves the right to terminate any employee at any time for any reason, with or without
notice. (See At Will Policy) The following list is not intended to be all inclusive.
• Discourtesy or unfriendliness to guests
• Misuse or willful destruction of
or co-workers
Company or fellow employee’s property
• Falsification of timecards, time clocks
• Revealing confidential Company
information to unauthorized persons
and/or employment records
• Clocking someone else in or out, or
• Unauthorized use of Company
asking someone to clock you in or out
property, including ski passes
• Any violent conduct, threat of violence
• Skiing without your pass or giving your
or bringing a weapon on premises
pass to someone else
• Violation of drug and alcohol policy
• Skiing, riding in closed areas, violation of
ski/snowboarding rules
• The use of obscene or abusive language
• Acceptance or solicitation of a loan from
• Sexual harassment or any form of
a guest, vendor, supervisor or
unlawful discrimination
subordinate
• Violation of safety policies
• Eating or smoking in a public area while
• Failure to satisfactorily perform job
on duty. Smoking in the employee rest
duties and/or follow supervisor’s work
areas or locker rooms
instructions (insubordination)
•
Refusal to cooperate with an official
• Unexcused or excessive absence or
Homewood Mountain Resort
tardiness; providing false explanation
investigation
for an absence
• Dishonesty, theft or fraud
DRESS AND APPEARANCE
Our employees are judged not only by customer service, but also by the overall professional image
projected while at work. Professional image includes the way we dress and are groomed. Each
employee must uphold the dress, grooming and personal hygiene standards. As a team member of
Homewood Mountain Resort, you represent our company. Therefore, you are required and expected
to adhere to Homewood’s policies regarding appearance and grooming. Please review the company’s
policies below:
Hair
•
•
•
Hair must be kept neat, clean, and in compliance with the following standards:
Hair must be a natural hair color or treated to appear as a natural hair color (i.e. not green).
Radical hairstyles are not permitted.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 14
•
•
Your hairstyle must not create a safety hazard with your job duties.
Men and women’s hair must be neatly groomed and clean. Certain job positions may require
more demanding policies.
Facial Hair
• Well-developed facial hair is permitted as long as it remains neat and trimmed.
• Partially-developed facial hair is not permitted.
• Sideburns are not allowed to extend to the bottom of the ear.
Personal Hygiene
• Neat personal and oral hygiene are required.
• Extreme or offensive odors (naturally-occurring or otherwise) are not permitted.
• Jewelry and Tattoos:
• Visible body piercing jewelry is permitted provided that it is limited to the ears and/or a single,
discrete nose stud.
• For safety reasons, certain types of jewelry or earrings may not be allowed depending on the
job.
• Visible tattoos must be non-visible or discreet; and non-offensive.
Uniforms
How we look and act is an essential part of the experience at Homewood Mountain Resort. This is the
first part of “Connecting with the Guest”. Wearing the appropriate and required uniforms pieces lets
the guest know we are proud to be a part of the Homewood team and we care about how we present
ourselves.
If you are not issued a uniform, you are expected to wear either ski clothing or appropriate resort-wear
or business clothing. Sweat pants are not acceptable. Vests and jackets must be zippered closed at all
times. Under no circumstance may a vest be worn without a shirt underneath. While shorts may be an
acceptable part of your "spring" uniform, they must be hemmed, of walking-short length and be black
or tan. No cut-offs, jogging shorts, short-shorts, tennis shorts, lycra/bike shorts, etc.
Outdoor departments and/or safety sensitive jobs require that you wear "closed-toe" shoes depending
upon the job to be performed. Footwear should have adequate soles to provide traction.
Uniforms may not be worn off duty, off site, while smoking or while skiing or on a break.
Each department may have additional, more specific guidelines that address appearance and safety
considerations.
These guidelines help define what is meant by clean and well-groomed appearance. The Company
reserves the right for management to have the final determination of whether an employee’s
appearance complies with the standards.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 15
The Company administers this policy in compliance with Equal Opportunity laws.
Departmental jackets are to be worn while working and not during ski or ride breaks. Uniforms jackets
may not be worn in a bar at any times. For your convenience, we offer you a locker to store your gear
and to keep your uniform. You are not required to keep your uniform in the locker or dress in the
locker room. We encourage all employees to come to work prepared to start their day.
Uniforms must be returned upon your last day of employment. You will be charged a replacement fee
if you fail to return your uniform to your manager or HR. Please make sure you keep your own
uniform. You will not be “credited” with a return of just any uniform but only the one issued directly to
you. So make sure to keep them straight and not borrow your room mates!
Name Tags
During the season, all employees are expected to wear a name tag. If you lose your name tag, contact
your supervisor. There may be a charge to replace your name tag.
BENEFITS AND PRIVILEGES
In order to be eligible for benefits and privileges described in this handbook, you must have started
regularly scheduled work and be on Homewood’s payroll. While at the Company, or participating in an
activity sponsored by the Resort, whether on or off duty, employees are expected to behave in a
manner that favorably represents the Resort and to maintain a professional and friendly attitude. Any
employee who abuses any of the privileges or benefits offered by the Company will be subject to
disciplinary action which may include loss of benefits and/or termination.
All employees are required to present their Social Security card when they start work to verify the
name and number for payroll purposes. We cannot pay you without a Social Security number.
LIFT TICKET PRIVILEGES
Your staff I.D. (AKA: Pass) with its associated privileges is available to you once you have started work
and are on the payroll. Pick up your staff ID from you manager. You must be wearing your Staff ID
when you ski or ride. Your Staff ID is also used for clocking in and out on the Resort’s time clocks.
Staff IDs, staff family IDs, and friendship passes are the property of Homewood Mountain Resort; they
may be suspended or revoked at any time and must be returned when your employment is
terminated.
All employees in good standing may ski/snowboard free of charge at Homewood Mountain Resort. If
you forget to bring your staff ID, you will have to purchase a lift ticket to access the lifts.
Employees who are married or have a domestic partner (registered with the State of California) are
eligible to receive a family pass. The dependent children (17 and younger) of an employee are eligible
for family passes.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 16
Employees with staff I.D. may ski/snowboard any day that the resort is open, when they are off duty.
It may be necessary to restrict employee skiing in order to accommodate paying guests if the resort is
in limited operations. Your understanding and cooperation are greatly appreciated.
Employees in good standing are eligible to receive “friendship passes”. These are tickets that you may
provide to your friends and family, the number you are eligible for depends upon you full or part time
status with the company. Friendship passes are not available for sale and any employee that sells
friendship passes are subject to disciplinary action up to and including termination. Friendship passes
are subject to blackout dates. An employee must go to the Guest Services office with their friend or
family member to receive the friendship pass or call the Guest Services office 24 hours in advance to
have the passes printed out and waiting.
OTHER SKI AREAS
A number of ski areas offer discounted lift tickets to ski area employees for non holiday and midweek
periods only. Check with your supervisor or HR.
FOOD DISCOUNTS
As an employee of Homewood Mountain Resort you are eligible to receive a discount on food and
beverage at our food outlets. In order to receive this discount you must be a current employee in good
standing and present your staff ID to the cashier. Food discounts do not apply to family or friends or
alcoholic beverages. Our fellow cashiers are part of the Homewood team. Please be courteous and
respectful. Do not place them in an awkward situation. It is important to show your pass every time!
RENTALS
The Ski Rental and the Snowboard Rental shops offer a 50% discount on all rentals for employees.
Here are the discount guidelines:
• The discount is for the personal use of the employee only; please don’t try to use your discount
for friends or relatives.
• Discount rental equipment is subject to availability – it might not be available on busy
weekends or holidays.
• Please wait in line.
• A rental form must be completely filled out and processed by a cashier each time equipment is
rented.
• Please follow the proper procedures when returning equipment to the Rental Shop.
• Extended rentals are not available due to the need for all equipment for our customers.
• A late fee will be charged for any equipment returned late.
• A credit card deposit or driver’s license is required for each employee rental every time
equipment is rented.
• The damage waiver is not available to employees, and any damage will be charged a minimum
of $25.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 17
REPAIR SHOP
The Repair Shop offers a free binding adjustment/inspection for all employees. We encourage you to
take advantage of this service to ensure that your equipment is in good working condition. The Repair
Shop also offers employees a 50% discount on services for their equipment only, sorry not for friends
or family. Replacement parts or materials will be billed at regular rates. All paperwork must be
completely filled out, and please remember that repairs may take 2-3 days to complete.
RETAIL SHOP DISCOUNTS
Employees receive a 20% discount in the retail stores run by the resorts. Purchases are for the
employee only.
EMPLOYEE LOCKERS
Most employees will be assigned lockers. Employee lockers are subject to inspection (see Employee
Right to Inspect). Employees should be aware that they are responsible for any personal items or
equipment left or stored at Homewood Mountain Resort or West Shore Cafe. It is your responsibility
to insure valuables via a homeowner’s or renter’s policy.
EMPLOYEE RECOGNITION
All employees are expected to perform his/her job in a professional and friendly manner every day.
Homewood Mountain Resort would like to recognize employees who go above and beyond his/her job
duties. Anyone can suggest that an employee be recognized. Employees who have noticed another
employee doing something special should recommend that person to his/her supervisor. We feel it is
important for us to encourage and celebrate exemplary behavior!
SAFETY AND ACCIDENTS
Safety is our #1 concern at Homewood Mountain Resort, both for employees and customers.
Homewood Mountain Resort is committed to providing the best possible working conditions for all
employees. To accomplish this, the Company will make every reasonable effort to comply with all
current occupational health, safety, and environmental laws and develop the best feasible operations,
procedures, technologies and policies to provide such conditions. When you are trained for your
specific department, you will be given additional instructions on safe work practices and the proper
operation of tools and machinery in your work area. You are required to:
• Attend all safety meetings,
• Use all safeguards and protective measures necessary for the performance of your job,
• Be aware that your health and the health of your fellow employees and our guests are
dependent upon your compliance with all safety rules.
Each property has specific safety rules. Please consult your supplement for complete safety rules.
INJURY AND ILLNESS PREVENTION PROGRAM (IIPP)
Homewood Mountain Resort has developed an Injury and Illness Prevention program for employee
health and safety. It is the responsibility of each employee to review the IIPP. More information and
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 18
training regarding safe work habits will be provided in your individual departments. For further
information, or to obtain a copy of the Illness and Injury Prevention Program, contact the Safety
Manager, Human Resources, or your department manager.
HAZARD COMMUNICATION PROGRAM
Homewood Mountain Resort has developed a Hazard Communication Program for employee health
and safety. Information may be provided regarding chemical hazards and other hazardous substances
via:
• Hazard communication plans
• Inventory of hazardous substances
• Material Safety Data Sheets (MSDS)
• Substance identification and labeling
• Employee training
For further information, contact the Safety Manager or Human Resources.
PERSONAL PROTECTIVE EQUIPMENT
Some jobs require you to perform tasks that may pose a high risk of injury. We provide personal
protective equipment (PPE) for those jobs, and you are required to use it. This equipment includes
earplugs, safety glasses, safety shoes, safety belts, fall protection gear, goggles, helmets, respirators,
gloves and other equipment.
Using PPE is one of the best ways to protect you from environmental hazards and the risks of operating
equipment. Although the use may sometimes be uncomfortable and take more time, they can prevent
a variety of hazards from injuring you and those around you.
DEPARTMENT SAFETY MEETINGS
As part of our ongoing safety commitment, all departments are required to hold weekly safety
meetings. Meetings will cover a wide variety of topics from potential hazards in the work place to
equipment usage and training. Your participation is required and your ideas are welcomed. You are
required to attend each safety meeting in your department. If you are not able to attend a meeting, it
is each employee's responsibility to notify the leadership team. Please make suggestions directly to
the supervisor in charge. All employees are welcome to attend the Monthly Mountain Safety Meetings.
EMERGENCIES
In the event of an emergency, immediately call Mountain Dispatch at extension 6835 from any
Homewood Mountain Resort telephone, and you will be instructed on what to do.
Give only information necessary to aid the situation; facts, not your opinion. Questions from the public
should be directed to Guest Services or your supervisor.
Any media inquiry is to be directed to the Marketing Department only. Please do not represent the
Company to reporters.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 19
GUEST ACCIDENTS
If you come upon an accident:
1) By any means available immediately notify Ski Patrol.
2) Keep the injured person warm and comfortable. Do not move him/her unless you are qualified
to.
3) Once the Ski Patrol arrives, move out of the way. Occasionally, a patroller will ask for your
help in rendering first aid. If you are not asked to assist, return to your job as soon as possible.
4) Do not volunteer statements about accidents to victims, other employees, customers or
witnesses. Release information only to the Ski Patrol or a designated investigator.
5) If there are any witnesses, courteously request their names, addresses, and ask them to stand
by to give brief statements of what they saw to the Ski Patrol.
6) Be courteous and pleasant when dealing with an accident victim or witnesses.
7) Employees are required to complete an Employee Witness Statement whenever a guest may
have been injured or property may have been damaged. Your report of events is extremely
important and must be strictly factual with no subjective observations. Sometimes the guest
does not receive first aid and contact may be made at a later date by letter or telephone. Your
report may be the only record as to what happened.
EMPLOYEE ACCIDENTS WORKERS’ COMPENSATION
Homewood Mountain Resort’s Workers' Compensation carrier is Gallagher Bassett Services, Inc.. You
may contact them at:
GBS
PO Box 2290
Rancho Cordova, CA 95741
Workers' Compensation insurance covers employees injured while performing their job. If injured on
the job:
1) Get help from the Ski Patrol and contact your supervisor immediately so he/she may arrange
for treatment.
2) Fill out an Accident/Incident Report within 24 hours whether you receive medical attention or
not. Contact your supervisor immediately, even if you have only a minor injury.
3) Report the injury to Human Resources. Failing to fill out a report will delay your benefits and
may result in denial of benefits.
If injured on the job, you will be required to obtain either a "Release to Work" form from your health
care provider before resuming work.
FRAUD
Workers’ Compensation insurance can be very expensive to an employer and unfortunately, rising
insurance expenses can affect business decisions at Homewood Mountain Resort. A serious
contributor to increasing rates is the high cost of insurance fraud. Fraud is against the law, and the
State of California warns that “any person who makes or causes to be made any knowingly false or
fraudulent material statement or material representation for the purpose of obtaining or denying
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 20
workers’ compensation benefits or payments is guilty of a felony.” Fraud will result in the termination
of employment in addition to any legal consequences.
TIMELINESS OF REPORTING ACCIDENTS AND INCIDENTS
All accidents and incidents shall be reported immediately. This section will be strictly enforced. Failure
to comply may result in disciplinary action, up to and including termination of employment.
If the supervisor is not available, report any injury to another supervisor, manager, or the Human
Resources Manager. Do not go directly to a medical treatment facility without first notifying your
supervisor unless there is a serious, life-threatening emergency. Homewood Mountain Resort has
made arrangements with a local medical facility for all non-emergency accident treatment. Unless
otherwise arranged prior to beginning employment, you will be treated at this facility.
DESIGNATED PHYSICIANS
Homewood Mountain Resort has a designated physician for work injuries. If you would like to elect
your own physician, you must do so prior to becoming injured.
RETURN TO WORK
If you are absent from work for a non-work related injury or illness longer than three (3) working days,
you will need a "Release to Work" depending upon the nature of the illness/injury and your job
requirements prior to returning to work. If required, written authorization must be given to both
Human Resources and your supervisor.







NATIONAL SKI AREAS ASSOCIATION “YOUR RESPONSIBILITY CODE”
Always stay in control and be able to stop or avoid other objects.
People ahead of you have the right of way. It is your responsibility to avoid them.
You must not stop where you obstruct a trail or are not visible from above.
Whenever starting downhill or merging into a trail, look uphill and yield to others.
Always use devices to help prevent runaway equipment.
Observe all posted signs and warnings. Keep off closed trails and out of closed areas.
Prior to using any lift you must have the knowledge and ability to load, ride and unload safely.
BOUNDARY POLICY
Homewood Mountain Resorts boundaries are marked
with a sign reading “Ski area boundary, no ski patrol or
avalanche control beyond this sign”. Bamboo and disc
markers reading “ski area boundary” augment these
signs. The locations of boundary signage are described
below and shown on the boundary map in the Signage
and Marking Plan.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 21
Madden Creek Boundary
The Madden Creek boundary section runs from the North parking area up the Alpine Platter, then
along the edge of Ore Car and Pot-O-Gold ski runs, up the Lake Louise run to Top Patrol. The Madden
Creek section is posted with Ski Area Boundary signs (SAB) on trees, SAB signs on wooden 2”x2”’s and
bamboo and disc SAB markers.
Ellis Peak/Backcountry Boundary
This section is the boundary between the ski area, as shown on the trail map, and the side country
above, which contains the areas of Ellis Peak, Knee Ridge and Upper Bowl.It runs from the upper end of
the Madden Creek Boundary through Top Patrol and out the Noonchester Traverse to the Glades. A
40” x 80” sign next to the Noonchester saddle backcountry jumping-off place explains the boundary
policy. The rest of the boundary contains SAB signs and bamboo and SAB discs.
Quail Face Boundary
The Quail face boundary begins at the Glades and runs out the Noonchester Traverse to Quail Face,
then down the Nose, turns left and Parallel to the contour to keep skiers above and off of Quail Lake,
and follows the Way Out back to the Sunnyside run. The boundary is signed with SAB signs, bamboo
and SAB discs and bamboo and arrow discs.
Southside Boundary
The Southside boundary start at the Way Out of Quail Face to the Sunnyside run, down Sunnyside and
Homeward Bound to the South Base facilities.
Ellis Creek Boundary
The Ellis Creek boundary starts at the bottom of the Cedar Ridge run, continues up Cedar Ridge to the
intersection of Homeward Bound, down the edge of the Stump Alley run, across the six corners area to
Homeward Bound and ends at the Triple Trouble run.
Hundred-Acre Woods Boundary
This is a roughly horseshoe-shaped line of SAB signs and discs from the bottom of the Madden chair to
Lombard Street, continuing along the Northern Return run and wrapping back down the Cedar Ridge
run to the children’s area and South Base.
CLOSED AREAS
The Company may, at times, close areas within the ski area and
close access to the ski area boundary. These closures are
implemented to prevent skiers/boarders entering areas that
may pose a hazard to the skier/boarder. Examples of such
hazards include limited snow cover, icy snow conditions,
avalanche conditions, and grooming and snowmaking
equipment. The extent and duration of these closures will be
determined by the Ski Patrol Manager. Signs to inform
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 22
skiers/boarders of the closures will be posted at the loading area of the chair lifts and points of access
to the closed areas. It is the responsibility of the skier/boarder to make themselves aware of the
locations of these signs and observe them.
Skiers/boarders are not permitted to enter Closed Areas. Persons within Closed Areas will lose their lift
privileges, either the day ticket or Season Pass, and may be arrested. Homewood Ski Patrols strictly
enforce this policy. If a skier/boarder is found on the closed side of any Closed Area sign, they will be
subject to this disciplinary action. There are no exceptions to this policy.
SKIING/SNOWBOARDING
Homewood Mountain Resort is committed to promoting skier/snowboarder safety. When you are
skiing/snowboarding, whether on or off duty, it is your responsibility to maintain control of your speed
and course at all times to avoid harm to yourself or others on the mountain. You are solely responsible
for knowing your own ability to negotiate any slope or trail and to stay within the limits of that ability.
Skiing/Snowboarding Rules:
• You may not ski/board while on duty unless required by your job.
• You may not ski/board while on duty unless required by your job.
• You will be required to show your pass/ID/lift ticket to the ticket checker each time you pass
through a lift line while either on or off duty.
• No line cutting, except for working instructors and ski patrol.
• Please note that while off duty Workers’ Compensation insurance is not in effect.
• When skiing/boarding while off duty, you may not wear your uniform.
• Treat other employees with courtesy and respect; obey their requests.
• Be courteous to others; do not use profanity.
• Ride lifts safely; do not "horse play" while loading, riding or unloading lifts.
• Do not ski/board fast in congested areas or areas posted with "Slow" signs.
• Obey the National Ski Areas Association's "Your Responsibility Code".
CELL PHONES
We want you to be communicating with our guests, not your friends, while you are working! Please
limit your cell phone use to your breaks. And please use an area where your cell phone use does not
disturb working employees.
RADIOS
Many employees carry radios. The Federal Communications Commission (FCC) licenses our radio
system and transmissions are subject to monitoring. All FCC rules must be followed. If you are issued
a radio, you will receive training in its use. This equipment is expensive - Please treat radios gently.
Under no circumstance wear radios in any bars, including those at the resorts. Radios are not to be
removed from Homewood Mountain Resort property.
Telephones are to be used for company business only. Incoming personal phone calls are discouraged
and limited to emergencies only.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 23
CHILD ABUSE
If you have reasonable cause to believe that a child may be or may have been abused, it is the policy of
the Company that you report the suspected abuse immediately. The Company has established a
detailed reporting policy which is available from your supervisor, Manager, General Manager, Ski
School Manager or Human Resources.
COMPUTER USE
Unauthorized duplication of copyrighted computer software violates the law and is contrary to the
Company’s standards of conduct. The Company disapproves of such copying and recognizes the
following principles as a basis for preventing its occurrence:
• We will neither engage in nor tolerate the making or using of unauthorized software copies
under any circumstances
• We will provide legally acquired software to meet all legitimate software needs in a timely
fashion and in sufficient quantities for all our computers
• We will comply with all license or purchase terms regulating the use of any software we acquire
or use
• We will enforce strong internal controls to prevent the making or using of authorized software
copies, including effective measures to verify compliance with these standards and appropriate
disciplinary measures for violation of these standards.
The Company will not tolerate any employee making unauthorized copies of software. Any employee
found copying software other than for back up purposes is subject to disciplinary action. The law
protects the exclusive rights of a software copyright holder and does not give users the right to copy
software unless a backup copy is not provided by the manufacturer. Unauthorized duplication of
software is a federal crime. Penalties include fines of as much as $250,000 and imprisonment up to
five years. If you are aware of any illegal copying of software at the Company, please inform the
Human Resources Director immediately.
Employees are not permitted to use personal disks in any form on any Company computer resource
without first obtaining specific authorization from the Information Technology Director due to the
threat of computer viruses. Any employee who introduces a virus into the Company’s computer
resources via the use of personal software or data may be disciplined by the Company as appropriate
under the circumstances
The Company reserves the right to end, limit, restrict or extend computer privileges and access to its
information resources. All users of the Company computer resources must have authorization from the
Human Resources Director or Information Technology manager.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 24
ELECTRONIC COMMUNICATIONS POLICY
Homewood Mountain Resort’s voice mail and e-mail systems are provided to employees by the
Company and are intended for business use only. Access to the Internet through the Company’s
computer systems is also intended only for business use.
Homewood Mountain Resort may access its electronic communications systems and obtain the
communications within the systems, without notice to users of the system, in the ordinary course of
business when the Company deems it appropriate to do so. The reasons for which the Company may
obtain such access include, but are not limited to: maintaining the system, preventing or investigating
allegations of system abuse or misuse, assuring compliance with software copyright laws, complying
with legal and regulatory requests for information, and insuring that the Company’s operations
continue appropriately during an employee’s absence. The Company may store electronic
communications on magnetic media for a period of time after the communication is created. From
time to time, magnetic media copies of communications may be deleted.
Homewood Mountain Resort’s policy prohibiting all types of harassment applies to the use of the
Company’s electronic communications systems, including Internet access. No one may use electronic
communications in a manner that may be construed by others as harassment based on race, national
origin, sex, gender, sexual orientation, age, disability, religious beliefs or any other characteristic
protected by federal, state or local law. No jokes on these bases should be transmitted over the
Company’s electronic communications systems.
Employees are not permitted to use personal disks in any form on any Company computer resource
without first obtaining specific authorization from the Information Technology Manager. Additionally
it is prohibited to use a personal computer on the Company network for any reason. Any employee
who introduces a virus into the Company’s computer resources via the use of personal software,
computer, or data may be disciplined by the Company as appropriate under the circumstances. No one
may access, or attempt to obtain access, to another individual’s electronic communications without
appropriate authorization. Violators of this Electronics Communications Policy may be subject to
discipline, up to and including termination.
EMPLOYEE PERSONAL PROPERTY
Homewood Mountain Resort does not provide insurance coverage for any personal equipment lost or
stolen. Employees are encouraged to insure their personal property under their own homeowner’s or
renters’ insurance carrier.
EMPLOYER RIGHT TO INSPECT
To protect employees and the Company from theft, and to enforce Company policy prohibiting other
misconduct including the possession or use of drugs, alcohol, weapons and stolen property, the
Company reserves the right to search employees and their personal property (e.g. vehicles, clothing,
packages, purses, brief cases, lunch boxes or other containers brought onto Organization premises),
when there is reason to believe that Company policy is being violated. Employees are expected to
cooperate in the conduct of such searches.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 25
Homewood Mountain Resort provides property to employees for their use (e.g. Company vehicles,
desks, file cabinets, employee lockers, etc.). Employees should not have any expectation of privacy
with respect to Company owned or provided property. Searches of Company facilities and property,
including Company property in the possession of the employee, can be conducted at any time.
Employees may not withhold permission for the Company to search Company supplied property
including desks, lockers and Company vehicles.
EMPLOYMENT VERIFICATION
All requests for references, verifications of
dates of employment or other information
regarding former or current employees must
be referred to Human Resources.
GRIEVANCES/OPEN DOOR
Homewood Mountain Resort’s employees
can expect to be treated with respect and
fairness. If an employee has a concern or
problem resulting from the day-to-day
application of policies and procedures, work
relationships, etc. the employee is
encouraged to take steps to address the
concern:
1) Discuss the concern with the immediate supervisor.
2) If the supervisor's response/ solutions do not resolve the concern or if the supervisor does not
get back to the employee, the employee should advise the Supervisor that he/she plans to
arrange a meeting with the department manager or director. The department manager may
request the supervisor’s presence at the meeting to obtain all the facts.
3) If the department manager's decision does not resolve the employee's concern, the employee
may bring the matter to a Human Resources Manager
There may be certain situations where an employee is unable to approach a supervisor or manager
with a concern as the supervisor or manager may be the issue; therefore, an employee may
immediately contact the Human Resources Manager to discuss the situation.
PURCHASES
Employees may not buy or charge anything to Homewood Mountain Resort without prior permission
from a senior manager and the issuance of a valid purchase order number from Accounting.
LOST AND FOUND
The purpose of Lost and Found is to return items to their rightful owners. Lost & Found is located at
the Guest Services Office at Homewood.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 26
OFF DUTY ACTIVITIES
The Company or its insurance carrier shall not be liable for payment of workers' compensation benefits
for an injury which arises out of an employee's voluntary participation in off-duty recreational, social or
athletic activities.
PARKING
Our ticket sales are limited by the number of parking spaces that are available to our customers. On
busy weekends and holidays we actually end up turning away customers due to our full parking lot!
For this reason we have implemented special parking arrangements for all employees. Please see your
resort’s policy regarding employee parking.
Because every car we turn away is, on average, 3 lost customers, we take the parking policy very
seriously. Please be aware that employees who park in non-designated areas will receive a "warning
citation" and two or more citations may lead to termination of employment.
PERSONNEL RECORDS
You have a right to inspect your personnel file upon reasonable notice in the presence of a Human
Resources Coordinator. Any request for information from personnel files must be made to Human
Resources at least 24 hours in advance.
PETS / ANIMALS
Animals are not allowed on the resort property,
including the parking areas. Ski Patrol avalanche
dogs and dogs for the blind are the only
exception to this policy.
PUBLIC INFORMATION/MEDIA INQUIRIES
To guarantee accurate and consistent
information pertaining to any aspect of Company
operations, accidents or incidents, refer all
inquiries to the Marketing Department. Do not
relay any information regarding an accident or injury to anyone but your supervisor. Violation of this
policy will result in disciplinary action, up to and including termination.
SMOKING
Smoking and the use of tobacco products is not permitted in the workplace. For employees on breaks
who need to smoke, you must be away from your work area and out of uniform. Please be considerate
of customers and fellow workers and smoke in areas where your 2nd hand smoke will not be inhaled by
others.
VEHICLES
Before operating a licensed Company vehicle, an employee must possess a valid driver's license. A
DMV check will be conducted by our insurance carrier. On approval, the employee will be authorized
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 27
to drive Company vehicles and added to the Company's vehicle insurance policy. The insurance carrier
will not approve drivers with three or more moving violations within the past three years or one or
more serious offenses within the past three to five years.
Vehicles such as snow removal equipment, snowmobiles, over-the-snow-vehicles, etc. will require you
to complete training with documentation by your supervisor before operating these vehicles.
VEHICLE SAFETY RULES
Winter driving requires extra care. Although you may be an experienced winter driver, others on the
road may not. Stop where it is not only safe, but where you will be able to resume movement again.
• Never drive any Company vehicle, snowmobile, etc., until you have been approved and trained
to do so.
• Review Truck Etiquette sheet with your supervisor.
• Absolutely no drinking and driving.
• When driving a Company vehicle, observe all traffic laws and wear the seat belt provided.
• It’s in your best interest to do a pre-trip inspection....any vehicle violation or driving violation
will have your name, not Homewood’s, on the ticket.
• Report any malfunctions or accidents to Vehicle Maintenance and your supervisor.
• When driving, watch for icy road conditions.
• Do not use cell phones while driving.
VIOLENCE IN THE WORKPLACE
Homewood Mountain Resort prohibits threats or violent acts against its employees or customers in
any form. Threatening, violent or harassing conduct, whether physical or verbal, committed by
employees or non-employees will not be tolerated. This includes threats based upon a person's
religious creed, color, national origin, sex or sexual orientation. Also prohibited are offensive remarks
regarding violence, graphic verbal commentary, degrading words to describe an individual and the
display in the workplace of violent objects or pictures. Such conduct may result in disciplinary action
up to and including dismissal and criminal prosecution where appropriate.
Employees are encouraged to report threats to their supervisor or the Human Resources Manager or
Director. The Company will conduct a thorough investigation of any complaint. Where the
investigation provides a reasonable basis on which to believe the allegations, appropriate action will be
taken.
In keeping with the Company's desire to provide a safe working environment for its employees, the use
or possession of firearms or other weapons while on the Company's property or while engaged in
Company activities is strictly forbidden. Violation of this policy may result in disciplinary action up to
and including immediate termination.
Company employees have the responsibility of advising the Human Resources Department of any
threats, as well as any restraining orders, which name the workplace as a prohibited site.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 28
VISITORS
Your friends and relatives are welcome guests..... but they should realize that you are here to work and
that you cannot visit while on duty. Employee work, locker and lunch areas are for the use of
employees only. If you wish to have lunch or visit with a friend or family member, please use public
lunch areas.
DRUG AND ALCOHOL POLICY
Homewood Mountain Resort is committed to providing a drug-free workplace and safe environment
for its employees and patrons. We believe that use of drugs or alcohol or being under their influence
jeopardizes the welfare and safety of our employees and visitors, as well as our productivity and
efficiency. Your compliance with the following provisions of our workplace drug and alcohol policy is a
condition of employment.
The Company prohibits using, selling, consuming, dispensing, possessing or manufacturing illegal drugs,
narcotics or alcoholic beverages on its premises and prohibits employees from reporting to work or
being on the job while under the influence of illegal drugs, narcotics or alcoholic beverages. This
prohibition also covers all legal prescription or over-the-counter drugs, which impair job performance
and safety. Failure to comply with this policy will lead to disciplinary action, up to and including
termination.
If you are taking legally prescribed or over-the-counter drugs which may interfere with your work
performance, you must inform your immediate supervisor or the Human Resources Director of that
fact prior to beginning work. The Company may consult with the prescribing physician to learn the
expected effect of the drug and/or require a written statement from the physician that continued
working will be safe and efficient. An employee may continue to work if the Company determines that
the employee does not pose a safety threat and that the job performance is not affected by use of the
drug. Otherwise, the employee may be required to take a leave of absence or comply with appropriate
measures.
Drug and Alcohol Testing
At the beginning of your employment, you shall be required to consent to drug and alcohol testing as a
condition of your employment. The Company tests all employees under the following circumstances:
1) Post-accident testing
2) Reasonable suspicion testing
3) Return-to-duty testing following a drug- or alcohol-related suspension
Your refusal to consent may result in disciplinary action, up to and including termination. Consent to
testing includes an obligation to fully cooperate. Upon request, an employee must promptly complete
all required forms and releases and submit to the required testing.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 29
Such tests are considered a condition of continued employment and will be conducted at the
expense of the Company. A refusal to submit to the requested test will result in termination of
employment for insubordination.
Post-Accident Testing
Every employee involved in an accident causing serious property damage or serious injury to
himself/herself or another employee or guest will be tested for drug and alcohol use as soon as
possible after the accident. “Serious Injury” is defined as any physical injury that requires medical
attention. “Serious property damage” is defined as any property damage in excess of $2,000 caused by
the accident. Failure to report an injury or property damage in a timely manner may result in
disciplinary action up to and including termination. An employee who witnesses an injury or property
damage in excess of $500 is responsible for reporting the incident.
Reasonable Suspicion Testing
For all employees, the Company may require a drug and alcohol test when there is a reasonable
suspicion to believe that the employee is under the influence of or impaired by illegal drugs and/or
alcohol at work.
Return to Duty Testing
A return-to-duty test will be required of any employee who has been suspended for violation of the
Drug and Alcohol Policy and wishes to return to work.
Testing Procedure
Any employee requiring testing will be told to report to designated testing location depending on the
time of day and other circumstances. Employees will be asked to provide a photo ID and sign a
consent form regarding knowledge of the alcohol/drug test and the release of the results to the
Company. Alteration, adulteration or contamination of a drug test sample or its identification, or
tampering with such a sample or its identification is prohibited and will result in disciplinary action up
to and including termination.
Disciplinary Action
Violation of any part of this policy will result in disciplinary action, up to and including termination,
even for a first offense, and if appropriate, referral for prosecution by local, state or federal law
enforcement agencies.
Rehabilitation
It is the responsibility of the employee to seek help before alcohol or drug problems lead to disciplinary
action. Once a violation occurs, subsequent participation in an alcohol or drug rehabilitation program
may have no bearing on the determination of discipline.
The employee’s decision to seek prior assistance will not be used as the basis for discipline. However,
seeking help will not be a defense to imposition of discipline if facts indicating a violation of this Policy
exist separate from the seeking of assistance.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 30
EQUAL EMPLOYMENT/ADA POLICY
Homewood believes that all persons are entitled to equal employment opportunity and does not
discriminate against its employees or applicants because of race, color, religion, sex, sexual orientation,
pregnancy, marital status, national origin, citizenship, veteran status, ancestry, age (over 40), physical
or mental disability, or medical condition, or any other consideration made unlawful by applicable
federal, state, or local laws. Equal employment opportunity will be extended to all persons in all
aspects of the employer-employee relationship, including recruitment, hiring, upgrading, training,
promotion, transfer, discipline, layoff, recall and termination.
The Company will make reasonable accommodations for the known physical or mental disabilities of
an otherwise qualified applicant for employment or an employee, unless undue hardship would result.
Any applicant or employee who requires accommodation in order to perform the essential functions of
a job should contact Kathy Chan, Vice President of Human Resources. The applicant or employee
should advise the Company what accommodations he or she believes are needed in order to perform
the job. Homewood Mountain Resort will determine possible accommodations, if any. If
accommodation is reasonable and will not impose undue hardship upon Homewood Mountain Resort
and West Shore Café and Inn, the Company will make the accommodation.
If you believe that you have been subjected to any form of unlawful discrimination or harassment,
report the facts of the incident or incidents, names of the individuals involved, and the names of any
witnesses to Kathy Chan, Vice President of Human Resources. The Company will promptly and
thoroughly investigate all claims of discrimination and ensure that appropriate action will be taken.
Any employee found to have engaged in any form of unlawful discrimination will be subject to
disciplinary action up to and including termination. Homewood Mountain Resort and West Shore Café
and Inn will take action to remedy any loss suffered by an employee as a result of discrimination. The
Company will also take action to deter any future discrimination. Homewood Mountain Resort and the
West Shore Café and Inn determination and related Company action will be communicated to the
reporting employee.
No action will be taken against any employee in any manner for reporting or opposing any form of
unlawful discrimination and/or discriminatory harassment.
ANTI-HARASSMENT, SEXUAL HARRASSMENT AND DISCRIMINATION POLICY
It is the policy of Homewood Mountain Resort that all of its employees shall be able to work in an
environment free from all forms of discrimination and harassment. The Company does not tolerate
harassment of our job applicants or employees by another employee, supervisor, or any vendor or
customer. Harassment of third parties by our employees is also prohibited. Any form of harassment
on the basis of race, color, sex, gender identity, religion, disability, marital status, sexual orientation,
medical condition, or any category protected by applicable federal, state or local law is a violation of
this policy and will be treated as a disciplinary matter. While it is not easy to define precisely what
harassment is, it includes slurs, jokes, teasing and other uninvited verbal, graphic or physical conduct
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 31
by one individual toward another. The Company has a zero tolerance for harassment and is committed
to a workplace free of any harassment.
HARASSMENT DEFINED
Harassment is unwelcome verbal, visual or physical conduct creating an intimidating, offensive, or
hostile work environment that interferes with work performance. Examples of harassment include
verbal (including slurs, jokes, insults, epithets, gestures or teasing), graphic (including offensive posters,
symbols, cartoons, drawings, computer displays, or emails) or physical conduct (including physically
threatening another, blocking someone’s way, etc.) that denigrates or shows hostility or aversion
towards an individual because of any protected characteristic. Such conduct constitutes harassment
when: (1) it has the purpose or effect of creating and intimidating, hostile, or offensive working
environment; or (2) it has the purpose or effect of unreasonably interfering with an individual’s work
performance; or (3) it otherwise adversely affects an individual’s employment opportunities.
SEXUAL HARASSMENT DEFINED
Sexual harassment can include all of the above actions as well as other unwelcome conduct such as
unwelcome or unsolicited sexual advances, requests for sexual favors, conversations regarding sexual
activities and other verbal or physical conduct of a sexual nature when: (1) submission to such conduct
is made, either explicitly or implicitly, a term or condition of an individual’s employment; or (2)
submission to or rejection of such conduct by an individual is used as a basis for employment decisions
affect such individual; and (3) such conduct has the purpose or effect of substantially or unreasonably
interfering with an individual’s work performance or creating an intimidating , hostile or offensive
environment. Examples of sexual harassment include:
• Unwelcome sexual advances, flirtations, advances, leering, whistling, touching, pinching,
assault, blocking normal movement
• Requests for sexual favors or demands for sexual favors in exchange for favorable treatment
• Obscene or vulgar gestures, poster or comments
• Sexual jokes or comments about a person’s body, sexual prowess or sexual deficiencies
• Propositions, suggestive or insulting comments of a sexual nature
• Visual harassment such as derogatory cartoons, posters and drawings
• Sexually explicit email or voice mail
• Uninvited touching of a sexual nature
• Unwelcome sexually related comments
• Conversation about one’s own or someone else’s sex life
• Conduct or comments consistently targeted at only one gender, even if the content is not
sexual
• Teasing or other conduct directed toward a person because of his or her gender
Harassing conduct is unacceptable in the workplace and any work-related settings such as business
trips and business-related social functions. The harasser may be someone’s supervisor, co-worker,
client, customer, vendor or other third party.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 32
REPORTING
Employees should promptly report any incident of harassment, whether by an employee or a nonemployee, to the Human Resources Manager. He or she will ensure that an investigation is
immediately conducted. Every report of perceived harassment will be fully investigated and corrective
action will be taken where appropriate.
INVESTIGATION
Every report of harassment will be investigated thoroughly and promptly. The Company will attempt
to keep the investigation confidential to the extent possible.
DISCIPLINE
If the Company determines that harassment occurred, the Company will impose discipline upon the
offender or offenders. The appropriate discipline may include written or oral warnings, probation,
suspension, reassignment, demotion, or termination. If the harassing conduct is the act of a nonemployee, the Company will attempt to ensure that such conduct is not repeated.
NO RETALIATION
The Company prohibits any form of retaliation against individuals who report unwelcome conduct or
who cooperate in the investigation of such reports. In accordance with this policy, the Company will
take appropriate disciplinary action for any such retaliation, up to and including discharge.
ADDITIONAL INFORMATION
In addition to notifying the Company about harassment or retaliation complaints, affected employees
may also direct their complaints to the California Department of Fair Employment and Housing
(“DFEH”), which has the authority to conduct investigations of the facts. If the DFEH believes that a
complaint is valid and settlement efforts fail, the DFEH may seek an administrative hearing before the
California Fair Employment and Housing Commission (“FEHC”) or file a lawsuit in court. Both the FEHC
and the courts have the authority to award monetary and non-monetary relief in meritorious cases.
Employees can contact the nearest DFEH office or the FEHC at the locations listed in the Company’s
DFEH poster or by checking the state government listings in the local telephone directory
FAMILY AND MEDICAL LEAVE POLICY
After 12 months of aggregate employment, any employee who has worked at least 1250 hours during
the immediately preceding 12 month period, is eligible under federal (FMLA) and state (CFRA) family
leave laws to take up to a maximum of 12 work weeks of unpaid family/medical leave within a rolling
12 month period.
Family/medical leave time is permitted for the birth of the employee’s child or placement of a child
with the employee for adoption or foster care; to care for the employee’s spouse, child or parent who
has a serious health condition; or for a serious health condition that makes the employee unable to
perform his/her job.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 33
Family and medical leave time may not exceed 12 weeks off in any “rolling” 12 month period. A family
and medical leave may be taken in addition to any leave of absence that an employee may be entitled
to due to a disability resulting from pregnancy or child birth under CFRA. (Please refer to policy on
Pregnancy Disability Leave.) Pregnant employees may have the right to take a pregnancy disability
leave in addition to family and medical leave; such individuals should contact Human Resources to
discuss their individual situation.
Any leave taken for the birth, adoption or foster care placement of a child does not have to be taken in
one continuous period. CFRA leave taken for the reason of birth or placement of a child will be granted
in minimum amounts of two week increments.
One exception to this: The Company will grant a request for a CFRA leave for birth/placement of a
child of less than two weeks duration on any two occasions. Any leave taken must be concluded within
one year of the birth or placement of the child with the employee. No more than a combined total of
12 weeks of leave in a “rolling” 12-month period will be granted to a husband and wife who both work
for the Company where the leave is taken due to the birth, placement or adoption of a child or to care
for a child with a serious health condition.
If the leave is due to a serious health condition of the employee or the employee’s “covered relations”
(parent, child, and spouse), the leave may be granted to an employee on an intermittent basis. If the
employee has requested intermitted leave, the Company may temporarily transfer the employee to
another position which better accommodates recurring periods of leave. The employee must be
qualified to work in this position and it must provide equivalent pay and benefits.
If you are taking a leave for the birth, adoption or foster care placement of a child, the basic minimum
duration of the leave is two weeks and you must conclude the leave within one year of the birth or
placement for adoption or foster care.
Taking a family care or pregnancy disability leave may affect certain of your benefits. If you want more
information regarding your eligibility for a leave or the impact of the leave on your benefits, please
contact the Human Resources. In the event of a conflict between the general leave policies and the
provisions of the Family Medical Leave Act (“FMLA”) and CFRA, the provisions of the FMLA and CFRA
shall prevail.
Employees must use all accrued unused sick leave and vacation, if applicable, concurrently with a
Family Medical Leave, when the leave is due to their own serious illness. An employee’s available sick
leave shall be exhausted first, and then accrued vacation will be used.
Employees must use accrued vacation concurrently with a Family Medical Leave when the reason for
the leave is for the birth or placement of a child, or to care for an employee’s child, spouse, domestic
partner, or parent who has a serious health condition. The remainder of the leave is uncompensated
by the Company (although in some circumstances employees may be entitled to some compensation
under the State Disability Insurance program).
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 34
Please contact the Human Resources for additional information and to determine whether a proposed
leave is covered by the CFRA and FMLA.
PREGNANCY DISABILITY LEAVE POLICY
If you are disabled by pregnancy, childbirth or related medical conditions, you are eligible to take an
unpaid pregnancy disability leave (PDL). If you are affected by pregnancy or a related medical
condition, you are also eligible to transfer to a less strenuous or hazardous position or to less strenuous
or hazardous duties, if such a transfer is medically advisable and can be reasonably accommodated. In
addition, if it is medically advisable for you to take intermittent leave or work a reduced schedule, the
Company may require you to transfer temporarily to an alternative position with equivalent pay and
benefits that can better accommodate recurring periods of leave.
• The PDL is for any period(s) of actual disability caused by your pregnancy, childbirth or related
• Medical condition up to four months (or 88 work days for a full-time employee) per pregnancy.
• The PDL does not need to be taken in one continuous period of time, but can be taken on an
as-needed basis.
• Time off needed for prenatal care, severe morning sickness, doctor ordered bed rest, childbirth,
and recovery from childbirth is covered by your PDL.
• Generally, we treat your pregnancy disability the same as we treat other disabilities of similarlysituated employees.
You are required to obtain a certification from your health care provider of your pregnancy disability or
the medical advisability for a transfer. The certification should include:
1) The date on which you became disabled due to pregnancy or the date of the medical
advisability for a transfer;
2) The probable duration of the period(s) of disability or the period(s) for the advisability of a
transfer; and,
3) A statement that, due to the disability, you are either unable to work at all or to perform any
one or more of the essential functions of your position without undue risk to yourself or to
other persons; or a statement that, due to your pregnancy, a transfer to a less strenuous or
hazardous position or duties is medically advisable.
•
•
•
•
As a condition of your return from pregnancy disability leave, or transfer, the Company requires
you to obtain a release to return to work from your health care provider stating that you are
able to resume your original job duties with or without reasonable accommodation
At your option, you can use any accrued unused sick leave and vacation, if applicable, as part of
your PDL before taking the remainder of your leave on an unpaid basis
We encourage you to contact the Employment Development Department regarding your
eligibility for state disability insurance for the unpaid portion of your leave
If you do not return to work on the originally scheduled return date nor request in advance an
extension of the agreed upon leave with appropriate medical documentation, you will be
deemed to have voluntarily terminated your employment with the Company. Failure to notify
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 35
•
the Company of your ability to return to work when it occurs, or your continued absence from
work because your leave must extend beyond the maximum time allowed, may be deemed a
voluntary termination of your employment with the Company, unless you are entitled to Family
Leave
Upon your return from a covered PDL, you will be reinstated to your same position in most
instances
Taking a PDL may impact some of your benefits and your seniority date. If you want more
information regarding your eligibility for a leave and the impact of the leave on your seniority
and benefits, please contact the Human Resources.
LACTATION ACCOMMODATION
The Company will provide a reasonable amount of break time to accommodate an employee desiring
to express breast milk for the employee’s infant child. The break time, if possible, must run
concurrently with rest and meal periods already provided to the employee. If the break time cannot
run concurrently with rest periods already provided to the employee, the break time will be unpaid.
The Company will make reasonable efforts to provide employees with the use of a room or location
other than a toilet stall, for the employee to express milk in private. This location may be the
employee’s private office, if applicable. The Company may not be able to provide additional break
time if doing so would seriously disrupt the Company’s operations. Please speak to the Vice President
of Human Resources for more information.
OTHER LEAVE POLICIES
TIME OFF FOR SCHOOL ACTIVITIES
Parents, guardians or grandparents having custody of children from kindergarten through Grade 12, or
children who attend licensed day care facilities, are provided unpaid time off of up to 40 hours per year
to visit or participate in school activities, not to exceed 8 hours in any calendar month of the year. The
Company may require proof that the employee participated in the school activities. Reasonable notice
must be given to the Human Resources before taking any time off for school activities.
Parents and guardians of school children who have been suspended are also allowed to take unpaid
time off to appear in the school of the pupil pursuant to a request from the school.
JURY DUTY AND WITNESS LEAVE
The Company encourages employees to participate in jury selection or jury duty when called. Jury duty
will be considered an excused absence without pay for non-exempt employees. Exempt employees
will be paid in accordance with applicable state and federal law.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 36
You should notify your supervisor of the need for time off for jury duty and present your jury summons
to Human Resources as soon as you receive it. Of course, you are expected to report for work during
hours or days that your presence is not required on the jury panel.
You may also be required by law to appear in court as a witness. The Company provides unpaid time
off for nonexempt employees for this purpose. Exempt employees will be paid in accordance with
applicable state and federal laws. We ask that you give your supervisor as much advance notice as
possible when you will be absent.
REHABILITATION LEAVE
Our Company is committed to providing assistance to our employees to overcome substance abuse
problems. The Company will reasonably accommodate any employee who wishes to voluntarily enter
and participate in an alcohol or drug rehabilitation program. This accommodation may include time off
without pay or an adjusted work schedule, provided the accommodation does not impose an undue
hardship on the Company. You may also use accrued sick leave or vacation, if applicable, for this
purpose. You should notify your supervisor if you need such accommodation. The Company will take
reasonable steps to safeguard your privacy with respect to the fact that you are enrolled in an alcohol
or drug rehabilitation program.
MILITARY LEAVE
The Uniformed Services Employment and Reemployment Act (USERRA) protects the job rights of
individuals who voluntarily or involuntarily leave employment positions to undertake military service.
USERRA also prohibits employers from discriminating against past and present members of the
uniformed services, and applicants to the uniformed services.
Your rights under USERRA
www.dol.gov/elaws/userra.htm.
are
posted
in
Human
Resources
and
are
online
at
If you are called to active duty in the U.S. military, Reserves or California National Guard, you are
eligible for an unpaid military leave of absence in accordance with state and federal law. Present your
supervisor with a copy of your service papers as soon as you receive them.
During your absence, your length of service accumulates and your benefits will continue as required by
applicable law. Upon application within the appropriate time period after your date of discharge from
military service, you will receive the then-current rate of pay and the then-current benefits.
LEAVE FOR VICTIMS OF DOMESTIC VIOLENCE OR SEXUAL ASSAULT
An Employee may take unpaid time off from work to seek medical attention or related services for
injuries caused by domestic violence or sexual assault. The Employee shall give reasonable advance
notice to the Human Resources of his or her intention to take time off. Such time off may not exceed
the entitlement available under the Family Medical Leave Act.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 37
The Company may require the employee requesting leave to provide documentation, such as a police
report, court order, or a note from a health care provider. The Company will maintain the
confidentiality of the employee’s request for leave.
Employees may use accrued sick leave or vacation, if applicable, for time taken off due to domestic
violence or sexual assault.
TIME OFF TO ATTEND COURT PROCEEDINGS
Employees who are victims of a crime, or an immediate family member of a victim of a crime, may be
absent from work to attend judicial proceedings related to that crime. “Immediate family member”
means spouse, registered domestic partner, child, child of a registered domestic partner, stepchild,
brother, stepbrother, sister, stepsister, mother, stepmother, father, or stepfather. The employee shall
give the Human Resources Department reasonable notice of the scheduled proceeding and provide in
advance a copy of the written notice of the proceeding.
Time off to attend court proceeding is without pay. However, employees may use accrued sick leave
or vacation, if applicable, for this time off.
SOLICITATION AND DISTRIBUTION POLICY
In order to prevent disruption of our operations and ensure a productive working environment, we
have established the following rules governing the solicitation of individuals and the distribution of
materials on Company property. It is our policy to prohibit solicitation and distribution on Company
premises by any person except in accordance with the rules outlined below.
Solicitation of employees by other employees
Employees may not solicit another employee for any purpose, on Company property when either of
the employees is on "working time". Also, one can not solicit another employee in "working areas"
even when both employees are on non-working time. "Working time" does not include authorized
meal periods, breaks, or other specified non-working periods which are paid or unpaid. "Working
areas" include those areas of the Company where employees perform their job duties or
responsibilities but do not include non-working areas such as break rooms.
Distribution of material by employees
Because we must keep working areas clear and free of litter, employees may not distribute any
literature, notices, or other material to another employee, for any purpose, at any time in working
areas or when either of the employees are on "working time,” regardless of where they are.
Distribution of literature, notices or other material is also prohibited in all customer service areas
during hours of operation.
Distribution of material by non-employees
Persons who are not employed by the Company may not solicit anyone, distribute literature, notices or
their material to anyone anywhere on Company property for any purpose at anytime. Managers and
Directors have the responsibility to inform such non-employees of these rules, pointing out posted
signs and, if appropriate, politely but firmly asking such person(s) to cease their actions and leave the
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
P a g e | 38
premises or area. If this individual refuses, immediately contact the Human Resources Manager or
Director.
Official Programs and Marketing
This policy is not intended to prevent the Company from carrying on its normal marketing/community
relations programs. Official Company approved solicitation or notifications such as special events will
continue to be communicated to all employees in accordance with Company policy.
Undue Pressure
If an employee feels that they are experiencing undue pressure from solicitation of any kind,
employees should contact Human Resources immediately.
AT WILL POLICY
We hope you have an enjoyable and safe season with Homewood Mountain Resort!
The policies in this handbook are intended as a guide to familiarize you with Homewood Mountain
Resort and West Shore Café and Inn, (“the Company”). Neither this handbook nor any other Company
guidelines, policies, procedures or practices create an employment agreement or contract of
employment, express or implied, or a promise of treatment in any particular manner or in any given
situation.
The status of each employee is that of an “at will” employee. As such, employment can be terminated
with or without cause or notice, at any time, at the option of either the Company or the employee. An
employee’s at will status can be altered or modified only by a written contract signed by the President
of the Company. No representative of the Company, other than the President, has the authority to
enter into any agreement for employment for any specified period of time or to make any agreement
contrary to the foregoing.
This notice and the contents of the handbook apply to all current employees regardless of hire date.
This employee handbook sets forth the terms and conditions of employment with the Company. This
handbook contains the policies and practices in effect at the time of the publication. This handbook
supersedes all previously-issued handbooks and any inconsistent policies, benefits statements or
memoranda.
Employee Handbook | Homewood Mountain Resort/West Shore Cafe
Important Information about Medical Care if you have a
Work-Related Injury or Illness
Initial Written Employee Notification Re: Medical Provider Network
(Title 8, California Code of Regulations, section 9767.12)
California law requires your employer to provide and pay for medical treatment if you are
injured at work. Your employer, or their Workers’ Compensation Insurer has chosen
to provide this medical care by using a Workers’ Compensation physician network called
a Medical Provider Network (MPN). This MPN is administered by First Health and
Gallagher Bassett Services, Inc. (GB). Your employer/employer name’s workers’
compensation carrier is Wells Fargo. This notification tells you what you need to know
about the MPN program and describes your rights in obtaining medical care for workrelated injuries and illnesses

What is a MPN?
A Medical Provider Network (MPN) is group of health care providers (physicians and
other medical providers) used by the Tahoe Inn to treat workers injured on the job. Each
MPN must include a mix of doctors specializing in work-related injuries and doctors with
expertise in general areas of medicine.
Your employer or Gallagher Bassett will select your initial medical provider and
thereafter the MPN regulations allow employees to have a choice of provider(s).

How do I find out which doctors are in my MPN?
The PRE-INJURY/ILLNESS MPN contact for your MPN is:
Name: Lori McCoy
Title: Senior Claims Adjuster
Address: PO Box 610, Roseville CA
Telephone Number: (866) 456-8402
Email address: lori_mccoy@gbtpa.com
The MPN contact listed in this notification will be able to answer your questions about
the MPN and will help you obtain a regional list of all MPN doctors in your area. At
minimum, the regional listing must include a list of all MPN providers within 15 miles of
your workplace and/or residence or a list of all MPN providers within the county where
you live and/or work. You may choose which list you wish to receive.
You can get the list of MPN providers by calling the MPN contact or by going to our
website at http://www.coventrywcs.com/client-tools/index.htm. At the Client Login,
select the First Health Portal Login. Your Client ID is SELECT. On the next screen, you
will click on Channeling Tools. You may also locate a MPN doctor by calling Gallagher
1
Bassett Managed Care Services at 1-800-370-0594. At the voice prompts, please select
Option 6, then Option 3.
Your employer has identified the following Gallagher Bassett Services, Inc. (GB) to be
the POST-INJURY/ILLNESS MPN Contact for all employees:
Gallagher Bassett Services, Inc.
Address: PO Box 610, Roseville CA
Telephone Number: (866)-456-8402
You also have the right to a complete listing of all of the MPN providers upon request.

What happens if I get injured at work?
In case of an emergency, you should call 911 or go to the closest emergency room.
If you are injured at work, notify your employer as soon as possible. Your employer will
provide you with a claim form. When you notify your employer that you have had a
work-related injury, your employer or Gallagher Bassett will make an initial appointment
with a doctor in the MPN.

How do I choose a provider?
After the first medical visit, you may continue to be treated by this doctor, or you may
choose another doctor from the MPN. You may continue to choose doctors within the
MPN for all of your medical care for this injury. If appropriate, you may choose a
specialist or ask your treating doctor for a referral to a specialist. If you need help in
choosing a doctor you may call the MPN Contact listed above.

Can I change providers?
Yes. You can change providers within the MPN for any reason, but the providers you
choose should be appropriate to treat your injury.

What standards does the MPN have to meet?
The MPN has providers for the entire state of California.
The MPN must give you a regional list of providers that includes at least three physicians
in each specialty commonly used to treat work injuries/illnesses in your industry. The
MPN must provide access to primary physicians within 15 miles and specialists within 30
miles. If you live in a rural area there may be a different standard.
The MPN must provide initial treatment within 3 days. You must receive specialist
treatment within 20 days of your request. If you have trouble getting an appointment,
contact your claims adjuster at Gallagher Bassett or the MPN Contact identified in this
Notice.
2

What if there are no MPN providers where I am located?
If you are a current employee living in a rural area or temporarily working or living
outside the MPN service area, or you are a former employee permanently living outside
the MPN service area, the MPN or your treating doctor will give you a list of at least
three physicians who can treat you. The MPN may also allow you to choose your own
doctor outside of the MPN network. Contact your MPN Contact identified in this notice
for assistance in finding a physician or for additional information.

What if I need a specialist not in the MPN?
If you need to see a specialist that is not available in the MPN, you have the right to see a
specialist outside of the MPN.

What if I disagree with my doctor about medical treatment?
If you disagree with your doctor or wish to change your doctor for any reason, you may
choose another doctor within the MPN.
If you disagree with either the diagnosis or treatment prescribed by your doctor, you may
ask for a second opinion from another doctor within the MPN. If you want a second
opinion, you must contact the MPN and tell them you want a second opinion. The MPN
should give you at least a regional MPN provider list from which you can choose a
second opinion doctor. To get a second opinion, you must choose a doctor from the MPN
list and make an appointment within 60 days. You must tell the MPN Contact of your
appointment date, and the MPN will send the doctor a copy of your medical records.
You can request a copy of your medical records that will be sent to the doctor.
If you do not make an appointment within 60 days of receiving the regional provider list,
you will not be allowed to have a second or third opinion with regard to this disputed
diagnosis or treatment of this treating physician.
If the second opinion doctor feels that your injury is outside of the type of injury he or
she normally treats, the doctor's office will notify your employer or insurer. You will get
another list of MPN doctors or specialists so you can make another selection.
If you disagree with the second opinion, you may ask for a third opinion. If you request a
third opinion, you will go through the same process you went through for the second
opinion.
Remember that if you do not make an appointment within 60 days of obtaining another
MPN provider list, then you will not be allowed to have a third opinion with regard to
this disputed diagnosis or treatment of this treating physician.
If you disagree with the third opinion doctor, you may ask for an Independent Medical
3
Review (IMR). Your employer or MPN contact person will give you information on
requesting an Independent Medical Review and a form at the time you request a third
opinion.
If either the second or third opinion doctor agrees with your need for a treatment or test,
you will be allowed to receive that medical service from a provider inside the MPN,
including the second or third opinion physician.
If the Independent Medical Reviewer supports your need for a treatment or test you may
receive the treatment recommended by the IMR physician from a doctor inside or
outside of the MPN.

What if I am already being treated for a work-related injury before the
MPN begins?
Your employer or insurer has a Transfer of Care Policy administered by Gallagher
Bassett, which will determine if you can continue being temporarily treated for an
existing work-related injury by a physician outside of the MPN before your care is
transferred into the MPN.
If you have properly predesignated a primary treating physician, you cannot be
transferred into the MPN. (If you have questions about predesignation, ask your
supervisor.) If your current doctor is not or does not become a member of the MPN, then
you may be required to see a MPN physician.
If your employer decides to transfer you into the MPN, you and your primary treating
physician must receive a letter notifying you of the transfer.
If you meet certain conditions, you may qualify to continue treating with a non-MPN
physician for up to a year before you are transferred into the MPN. The qualifying
conditions to postpone the transfer of your care into the MPN are in the box below.
Can I Continue Being Treated By My Doctor?
You may qualify for continuing treatment with your non-MPN provider (through transfer
of care or continuity of care) for up to a year if your injury or illness meets any of the
following conditions:



(Acute) The treatment for your injury or illness will be completed in less than 90
days;
(Serious or chronic) Your injury or illness is one that is serious and continues for
at least 90 days without full cure or worsens and requires ongoing treatment. You
may be allowed to be treated by your current treating doctor for up to one year,
until a safe transfer of care can be made.
(Terminal) You have an incurable illness or irreversible condition that is likely to
cause death within one year or less.
4

(Pending Surgery) You already have a surgery or other procedure that has been
authorized by your employer or insurer that will occur within 180 days of the
MPN effective date, or the termination of contract date between the MPN and
your doctor.
You can disagree with your employer’s decision to transfer your care into the MPN. If
you don’t want to be transferred into the MPN, ask your primary treating physician for a
medical report on whether you have one of the four conditions stated above to qualify for
a postponement of your transfer into the MPN.
Your primary treating physician has 20 days from the date of your request to give you a
copy of his/her report on your condition. If your primary treating physician does not give
you the report within 20 days of your request, the employer can transfer your care into
the MPN and you will be required to use a MPN physician.
You will need to provide a copy of the report to Gallagher Bassett if you wish to
postpone the transfer of your care. If you or your employer disagrees with your doctor’s
report on your condition, you or your employer can dispute it. See the complete transfer
of care policy for more details on the dispute resolution process.
For a copy of the entire transfer of care policy, ask your MPN Contact.

What if I am being treated by a MPN doctor who decides to leave the MPN?
Your employer or insurer has a written “Continuity of Care” policy that will determine
whether you can temporarily continue treatment for an existing work injury with your
doctor if your doctor is no longer participating in the MPN.
If your employer decides that you do not qualify to continuing your care with the nonMPN provider, you and your primary treating physician must receive a letter of
notification.
If you meet certain conditions, you may qualify to continue treating with this doctor for
up to a year before you must switch to MPN physicians. These conditions are set forth in
the box above, “Can I Continue Being Treated By My Doctor?”
5
You can disagree with your employer’s decision to deny you Continuity of Care with the
terminated MPN provider. If you want to continue treating with the terminated doctor,
ask your primary treating physician for a medical report on whether you have one of the
four conditions stated in the box above to see if you qualify to continue treating with
your current doctor temporarily.
Your primary treating physician has 20 days from the date of your request to give you a
copy of his/her medical report on your condition. If your primary treating physician
does not give you the report within 20 days of your request, the employer can transfer
your care into the MPN and you will be required to use a MPN physician.
You will need to provide a copy of the report to Gallagher Bassett if you wish to
postpone the transfer of your care into the MPN. If you or your employer disagrees with
your doctor’s report on your condition, you or your employer can dispute it. See the
complete Continuity of Care policy for more details on the dispute resolution process.
For a copy of the entire Continuity of Care policy, ask your MPN Contact.

What if I have questions or need help?

MPN Contact: You may always contact the MPN Contact if you need help or an
explanation about your medical treatment for your work-related injury or illness.
Name: Lori McCoy
Title: Senior Claims Adjuster
Address: PO Box 610, Roseville CA
Telephone Number: (866)-456-8402
Email address: lori_mccoy@gbtpa.com

Employer’s
MPN
website:
http://www.coventrywcs.com/clienttools/index.htm. Your password is SELECT. At the next screen, you will
click on Channeling Tools. You may also locate a MPN doctor by calling
Gallagher Bassett Managed Care Services at 1-800-370-0594.

Division of Workers’ Compensation (DWC): If you have concerns, complaints
or questions regarding the MPN, the notification process, or your medical
treatment after a work-related injury or illness, you can call DWC’s Information
and Assistance at 1-800-736-7401. You can also go to DWC’s website at
www.dir.ca.gov/dwc and click on “medical provider networks” for more
information about MPNs.

Independent Medical Review: If you have questions about the Independent
Medical Review process contact the Division of Workers’ Compensation’s
Medical Unit at: P.O. Box 71010 Oakland, CA 94612 510-286-3700 or 800794-6900
Keep this information in case you have a work-related injury or illness.
6
New Health Insurance Marketplace Coverage
Options and Your Health Coverage
Form Approved
OMB No.
PART A: General Information
When key parts of the health care law take effect in 2014, there will be a new way to buy health insurance: the Health
Insurance Marketplace. To assist you as you evaluate options for you and your family, this notice provides some basic
information about the new Marketplace and employment­based health coverage offered by your employer.
What is the Health Insurance Marketplace?
The Marketplace is designed to help you find health insurance that meets your needs and fits your budget. The
Marketplace offers "one-stop shopping" to find and compare private health insurance options. You may also be eligible
for a new kind of tax credit that lowers your monthly premium right away. Open enrollment for health insurance
coverage through the Marketplace begins in October 2013 for coverage starting as early as January 1, 2014.
Can I Save Money on my Health Insurance Premiums in the Marketplace?
You may qualify to save money and lower your monthly premium, but only if your employer does not offer coverage, or
offers coverage that doesn't meet certain standards. The savings on your premium that you're eligible for depends on
your household income.
Does Employer Health Coverage Affect Eligibility for Premium Savings through the Marketplace?
Yes. If you have an offer of health coverage from your employer that meets certain standards, you will not be eligible
for a tax credit through the Marketplace and may wish to enroll in your employer's health plan. However, you may be
eligible for a tax credit that lowers your monthly premium, or a reduction in certain cost-sharing if your employer does
not offer coverage to you at all or does not offer coverage that meets certain standards. If the cost of a plan from your
employer that would cover you (and not any other members of your family) is more than 9.5% of your household
income for the year, or if the coverage your employer provides does not meet the "minimum value" standard set by the
Affordable Care Act, you may be eligible for a tax credit.1
Note: If you purchase a health plan through the Marketplace instead of accepting health coverage offered by your
employer, then you may lose the employer contribution (if any) to the employer-offered coverage. Also, this employer
contribution -as well as your employee contribution to employer-offered coverage- is often excluded from income for
Federal and State income tax purposes. Your payments for coverage through the Marketplace are made on an aftertax basis.
How Can I Get More Information?
For more information about your coverage offered by your employer, please check your summary plan description or
contact Human Resources
.
The Marketplace can help you evaluate your coverage options, including your eligibility for coverage through the
Marketplace and its cost. Please visit HealthCare.gov for more information, including an online application for health
insurance coverage and contact information for a Health Insurance Marketplace in your area.
1 An employer-sponsored health plan meets the "minimum value standard" if the plan's share of the total allowed benefit costs covered
by the plan is no less than 60 percent of such costs.
PART B: Information About Health Coverage Offered by Your Employer
This section contains information about any health coverage offered by your employer. If you decide to complete an
application for coverage in the Marketplace, you will be asked to provide this information. This information is numbered
to correspond to the Marketplace application.
3. Employer name
4. Employer Identification Number (EIN)
51-0582234
Homewood Mountain Resort
5. Employer address
6. Employer phone number
530-584-6826
PO Box 165
7. City
8. State
CA
Homewood
9. ZIP code
96141
10. Who can we contact about employee health coverage at this job?
Kathy Chan
11. Phone number (if different from above)
12. Email address
530-320-1702
kchan@jmaventuresllc.com
Here is some basic information about health coverage offered by this employer:
•
As your employer, we offer a health plan to:
All employees.
✔
Some employees. Eligible employees are:
Year Round employees
•
With respect to dependents:
✔
We do offer coverage. Eligible dependents are:
Year Round employees' spouses, registered domestic partners and children under age 26
We do not offer coverage.
✔
If checked, this coverage meets the minimum value standard, and the cost of this coverage to you is intended to
be affordable, based on employee wages.
** Even if your employer intends your coverage to be affordable, you may still be eligible for a premium
discount through the Marketplace. The Marketplace will use your household income, along with other factors,
to determine whether you may be eligible for a premium discount. If, for example, your wages vary from
week to week (perhaps you are an hourly employee or you work on a commission basis), if you are newly
employed mid-year, or if you have other income losses, you may still qualify for a premium discount.
If you decide to shop for coverage in the Marketplace, HealthCare.gov will guide you through the process. Here's the
employer information you'll enter when you visit HealthCare.gov to find out if you can get a tax credit to lower your
monthly premiums.
The information below corresponds to the Marketplace Employer Coverage Tool. Completing this section is optional for
employers, but will help ensure employees understand their coverage choices.
13. Is the employee currently eligible for coverage offered by this employer, or will the employee be eligible in
the next 3 months?
Yes (Continue)
13a. If the employee is not eligible today, including as a result of a waiting or probationary period, when is the
✔
employee eligible for coverage?
No (STOP and return this form to employee)
(mm/dd/yyyy) (Continue)
14. Does the employer offer a health plan that meets the minimum value standard*?
Yes (Go to question 15)
No (STOP and return form to employee)
15. For the lowest-cost plan that meets the minimum value standard* offered only to the employee (don't include
family plans): If the employer has wellness programs, provide the premium that the employee would pay if he/ she
received the maximum discount for any tobacco cessation programs, and didn't receive any other discounts based on
wellness programs.
a. How much would the employee have to pay in premiums for this plan? $
b. How often?
Weekly
Every 2 weeks
Twice a month
Monthly
Quarterly
Yearly
If the plan year will end soon and you know that the health plans offered will change, go to question 16. If you don't
know, STOP and return form to employee.
16. What change will the employer make for the new plan year?
Employer won't offer health coverage
Employer will start offering health coverage to employees or change the premium for the lowest-cost plan
available only to the employee that meets the minimum value standard.* (Premium should reflect the discount for
wellness programs. See question 15.)
a. How much will the employee have to pay in premiums for that plan? $
b. How often?
Weekly
Every 2 weeks
Twice a month
Monthly
Quarterly
Yearly
Date of change (mm/dd/yyyy):
• An employer-sponsored health plan meets the "minimum value standard" if the plan's share of the total allowed benefit costs covered by
the plan is no less than 60 percent of such costs (Section 36B(c)(2)(C)(ii) of the Internal Revenue Code of 1986)