Sawmill Golf Club & Loggers Trail Golf Club
Employee Handbook
Sawmill & Loggers Trail Golf Clubs
Welcome ............................................................................................................................. 3
Organization Description .................................................................................................... 4
Introductory Statement........................................................................................................ 5
Employment ........................................................................................................................ 7
101 Nature of Employment ............................................................................................. 7
102 Employee Relations ................................................................................................. 7
103 Equal Employment Opportunity .............................................................................. 7
104 Business Ethics and Conduct ................................................................................... 8
105 Personal Relationships in the Workplace ................................................................ 8
106 Immigration Law Compliance ................................................................................. 9
107 Conflicts of Interest.................................................................................................. 9
108 Outside Employment ............................................................................................. 10
109 Non-Disclosure ...................................................................................................... 10
110 Disability Accommodations................................................................................... 11
111 Job Posting and Employee Referrals ..................................................................... 11
112 Child & Medial Support Declarations ................................................................... 12
Employment and Status Records ...................................................................................... 13
201 Employment Categories ......................................................................................... 13
202 Access to Personnel Files....................................................................................... 14
203 Employment Reference Checks ............................................................................. 14
204 Personnel Data Changes ........................................................................................ 14
205 Introductory Period ................................................................................................ 14
206 Employment Applications ..................................................................................... 15
207 Performance Evaluation ......................................................................................... 15
Employee Benefit Programs ............................................................................................. 16
301 Employee Purchases .............................................................................................. 16
302 Golfing Privileges .................................................................................................. 16
Fulltime Year Around & Managers ...................................................................... 16
Fulltime Seasonal .................................................................................................... 16
Part-time Seasonal .................................................................................................. 17
Timekeeping/Payroll ......................................................................................................... 17
401 Timekeeping .......................................................................................................... 17
402 Paydays .................................................................................................................. 18
403 Employment Termination ...................................................................................... 18
404 Administrative Pay Corrections ............................................................................. 18
405 Pay Deductions and Setoffs ................................................................................... 18
406 Garnishment ........................................................................................................... 19
407 Compensation ........................................................................................................ 19
408 Holiday Pay, Gratuity Pay, & Tips ........................................................................ 19
Work Conditions & Hours ................................................................................................ 19
501 Safety & Security ................................................................................................... 19
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502 Work Schedules ..................................................................................................... 20
503 Use of Phone and Mail Systems ............................................................................ 21
504 Smoking ................................................................................................................. 21
505 Rest and Meal Periods ........................................................................................... 21
506 Overtime ................................................................................................................ 21
507 Use of Equipment and Vehicles ............................................................................. 21
508 Emergency Closings .............................................................................................. 22
509 Computer and E-mail Usage .................................................................................. 22
510 Internet Usage ........................................................................................................ 23
511 Workplace Monitoring ........................................................................................... 24
512 Workplace Violence Prevention ............................................................................ 25
513 Ergonomics ............................................................................................................ 26
514 After Hours ............................................................................................................ 26
515 Parking ................................................................................................................... 27
516 Food & Beverage Operations................................................................................. 27
Leaves of Absence ............................................................................................................ 27
601 Personal Leave (Time Off/Vacations) ................................................................... 27
Employee Conduct & Disciplinary Action ....................................................................... 27
701 Employee Conduct and Work Rules ...................................................................... 27
702 Drug and Alcohol Use ........................................................................................... 28
703 Sexual and Other Unlawful Harassment ................................................................ 29
704 Attendance and Punctuality ................................................................................... 30
705 Personal Appearance .............................................................................................. 30
706 Return of Property.................................................................................................. 32
707 Resignation ............................................................................................................ 32
708 Solicitation ............................................................................................................. 32
709 Progressive Discipline ........................................................................................... 33
710 Problem Resolution................................................................................................ 34
711 Dismissal ................................................................................................................ 35
Miscellaneous ................................................................................................................... 35
801 Life Threatening Illnesses in the Workplace ......................................................... 35
802 Suggestion Program ............................................................................................... 36
Acknowledgement Form ........................................................................................... 37
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Employee Handbook
Welcome
Welcome to Sawmill Golf Club & Loggers Trail Golf Club commonly referred to
as Sawmill & Loggers Trail!
On behalf of your colleagues, I welcome you to Sawmill & Loggers Trail and
wish you every success here.
We believe that each employee contributes directly to the growth and success of
Sawmill & Loggers Trail, and we hope you will take pride in being a member of our
team.
This handbook was developed to describe some of the expectations of our
employees and to outline the policies, programs, and benefits available to eligible
employees. Employees should familiarize themselves with the contents of the employee
handbook as soon as possible, for it will answer many questions about employment with
Sawmill & Loggers Trail.
We hope that our experience here will be challenging, enjoyable, and rewarding.
Again, welcome!
Sincerely,
Lynnwood K. Minar
Club Manager
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Organization Description
I. Mission
The mission of Sawmill & Loggers Trail Golf Clubs is to develop and manage
two of the finest golf courses associated in the business and to continuously deliver
outstanding customer services to two beautiful golf courses.
II. Facility and Location
Sawmill & Loggers Trail
11177 McKusick Road
Stillwater, MN 55082
Ph: (651) 439-7862
Fax: (651) 439-3173
III. Club History
The initial concept of Sawmill Golf Club was to build 18 holes of championship
golf while maintaining the beauty of the St. Croix River Valley. Rolling hills, ponds,
tree-lined fairways, and an abundance of wildlife will contribute to the enjoyment of your
golfing experience.
From the back tees, Sawmill Golf Club is a championship par 70 course. It
challenges the golfer to be accurate in both distance and shot direction. From the forward
tees, the distance gets shorter, but the same strategic challenge awaits the golfer.
Sawmill was established in the fall of 1983 and the first year of operation was
1984. During 1984 and 1984, four holes on the existing 9-hole course were completely
changed, two being totally new holes.
In 1986, the new 9-holes were constructed and opened for play in June of 1987.
Since 1987, numerous additional design features have been added to the 18 holes. Also,
a first rate practice facility including range, practice greens, sand and grass bunkers were
constructed.
During 1987, underground irrigation was installed on approximately 85% of the
course. A new electric pump was also put into service. Irrigation system upgrades have
been completed several times since then. Turf conditions improved dramatically during
the years through an aggressive program of turf management.
These improvements have had a very positive effect on our reputation in the golf
community. We have hosted several State tournaments since 1986, all receiving positive
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feedback. In the golf business, word of mouth opinion travels very fast. The positive
opinion of golfers about Sawmill GC has resulted in a rapidly growing business base as
we sell more tee times and raise our rates towards our peer group of public access
courses. It is our belief that this trend will allow us to meet our financial objectives and
provide a return to shareholders.
Loggers Trail was built in 2001 and will see its first year of operation in 2003.
IV. Organizational Structure
See Sawmill & Loggers Trail organization chart.
V. Management Philosophy
Sawmill and Loggers Trail are committed to the goal of providing two
outstanding golf courses and surroundings that will provide an exceptional experience
and value to the avid golfer.
Additionally, it is our goal to provide the best service available to each guest who
has come to Sawmill & Loggers Trail for fun, relaxation, or business. We want to treat
each guest as someone special and to have that guest return often.
Introductory Statement
The handbook is designed to acquaint you with Sawmill & Loggers Trail and to
provide you with information about working conditions, employee benefits, and some of
the policies affecting your employment. You should read, understand, and comply with
all provisions of the handbook. It describes many of your responsibilities as an employee
and outlines the programs developed by Sawmill & Loggers Trail to benefit employees.
One of our objectives is to provide a work environment that is conducive to both personal
and professional growth.
No employee handbook can anticipate every circumstance or question about
policy. As Sawmill & Loggers Trail continues to grow, the need may arise and Sawmill
& Loggers Trail reserves the right to revise, supplement, or rescind any policies or
portion of the handbook from time to time as it deems appropriate, in its sole and
absolute discretion. The only exception to any change is our employment-at-will policy
permitting you or Sawmill & Loggers Trail to end our relationship for any reason at any
time. Employees will, of course, be notified of such changes to the handbook as they
occur.
The mission of Sawmill & Loggers Trail is to provide a unique experience in
public golf. This will be achieved by offering a friendly, positive atmosphere as we
attend to the guests’ needs.
Sawmill & Loggers Trail is dedicated to creating a positive work environment
that will be enjoyable for both employees and guests. By providing employees with the
tools necessary to perform at the highest level and respecting the independence of each
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employee, Sawmill & Loggers Trail strives to provide an atmosphere in which employees
will succeed. At the same time, we expect the same respect and motivation out of each
and every employee.
The work that you will be performing is very important to our operation. The
guests at Sawmill & Loggers Trail expect a well-groomed course, a quality clubhouse
facility, and excellent, courteous, and responsive service in the clubhouse and on the
course. It is our job to provide that service and facility at all times. Regardless of the job
that you hold with us, the work that you do will form a strong and lasting impression on
our guests.
This employee handbook is an important part of your training; it is a guideline of
expected behavior. It will provide information you will need to succeed as a member of
the team. Please read it carefully.
Again, welcome to Sawmill & Loggers Trail.
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Employment
101 Nature of Employment
Employment with Sawmill & Loggers Trail is voluntarily entered into, and the
employee is free to resign at will at any time, with or without cause. Similarly, Sawmill
& Loggers Trail may terminate the employment relationship at will at any time, with or
without notice or cause, so long as there is no violation of applicable federal or state law.
Policies set forth in this handbook are not intended to create a contract, nor are
they to be construed to constitute contractual obligations of any kind or a contract of
employment between Sawmill & Loggers Trail and any of its employees. The provisions
of the handbook have been developed at the discretion of management and, except for its
policy of employment-at-will, may be amended or cancelled at any time, at Sawmill &
Loggers Trail’s sole discretion.
These provisions supersede all existing policies and practices and may not be
amended or added to without the express written approval of the Club Manager of
Sawmill & Loggers Trail.
102 Employee Relations
Sawmill & Loggers Trail believe that the work conditions, wages, and benefits it
offers to its employees are competitive with those offered by other employers in this area
and in this industry. If employees have concerns about work conditions or compensation,
they are strongly encouraged to voice these concerns openly and directly to their
Manager.
Our experience has shown that when employees deal openly and directly with
Manager, the work environment can be excellent, communications can be clear, and
attitudes can be positive. We believe that Sawmill & Loggers Trail amply demonstrates
its commitment to employees by responding effectively to employee concerns.
103 Equal Employment Opportunity
In order to provide equal employment and advancement opportunities to all
individuals, employment decision at Sawmill & Loggers Trail will be based on merit,
qualifications, and abilities. Sawmill & Loggers Trail does not discriminate in
employment opportunities or practices on the basis of race, color, religion, sex, national
origin, age, disability, or any other characteristic protected by law.
Sawmill & Loggers Trail will make reasonable accommodations for qualified
individuals with known disabilities unless doing so would result in an undue hardship.
This policy governs all aspects of employment, including selection, job assignment,
compensation, discipline, termination, and access to benefits and training.
In addition to a commitment to provide equal employment opportunities to all
qualified individuals, Sawmill & Loggers Trail has established an affirmative action
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program to promote opportunities for individuals in certain protected classes throughout
the organization.
Any employees with questions or concerns about any type of discrimination in the
workplace are encouraged to bring these issues to the attention of their Manager or the
Club Manager. Employees can raise concerns and make reports without fear of reprisal.
Anyone found to be engaging in any type of unlawful discrimination will be subject to
disciplinary action, up to and including termination of employment. Overall
responsibility for implementing this affirmative action in the club has been assigned to
the Club Manager, Head Golf Professional, and Golf Course Superintendent also referred
throughout this handbook as “Manager” or “Management”.
104 Business Ethics and Conduct
The successful business operation and reputation of Sawmill & Loggers Trail is
built upon the principles of fair dealing and ethical conduct of our employees. Our
reputation for integrity and excellence requires careful observance of the spirit and letter
of all applicable laws and regulations, as well as scrupulous regards for the highest
standards of conduct and personal integrity.
The continued success of Sawmill & Loggers Trail is dependent upon our
customers’ trust and we are dedicated to preserving that trust. Employees owe a duty to
Sawmill & Loggers Trail and its customers to act in a way that will merit the continued
trust and confidence of the public.
Sawmill & Loggers Trail will comply with all applicable laws and regulations and
expects its Managers and employees to conduct business in accordance with the letter,
spirit, and intent of all relevant laws and to refrain from any illegal, dishonest, or
unethical conduct.
In general, the use of good judgment based on high ethical principles will guide
you with respect to lines of acceptable conduct. If a situation arises where it is difficult to
determine the proper course of action, the matter should be discussed openly with your
immediate Manager and, if necessary, with the Club Manager for advice and
consultation.
Compliance with this policy of business ethics and conduct is the responsibility of
every Sawmill & Loggers Trail employee. Disregarding or failing to comply with this
standard of business ethics and conduct could lead to disciplinary action, up to and
including possible termination of employment.
105 Personal Relationships in the Workplace
The employment of relatives or individuals involved in a dating a relationship in
the same area of an organization may cause serious conflicts and problems with
favoritism and employee morale. In addition to claims of partiality in treatment at work,
personal conflicts from outside the work environment can be carried over into day-to-day
working relationships.
For purposes of this policy, a relative is any person who is related by blood or
marriage, or whose relationship with the employee is similar to that of persons who are
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related by blood or marriage. A dating relationship is defined as a relationship that may
be reasonably expected to lead to the formation of a consensual “romantic” or sexual
relationship. This policy applies to all employees without regard to gender or sexual
orientation of the individuals involved.
Although Sawmill & Loggers Trail has no prohibition against employing relatives
of current employees or individuals involved in a dating relationship with current
employees, we are committed to monitoring situations in which such relationships exist
in the same area. In case of actual or potential problems, Sawmill & Loggers Trail will
take prompt action. This can include reassignment or, if necessary, termination of
employment for one or both of the individuals involved. Employees in a close personal
relationship should refrain from public workplace displays of affection or excessive
personal conversation.
106 Immigration Law Compliance
Sawmill & Loggers Trail is committed to employing only United States citizens
and aliens who are authorized to work in the United States and does not unlawfully
discriminate on the basis of citizenship or national origin.
In compliance with the Immigration Reform and Control Act of 1986, each new
employee, as a condition of employment, must complete the Employment Eligibility
Verification Form I-9 and present documentation establishing identity and employment
eligibility. Former employees who are rehired must also complete the form if they have
not completed an I-9 with Sawmill & Loggers Trail within the past three years, or if their
previous I-9 is no longer retained or valid.
Employees with questions or seeking more information on immigration law issues
are encouraged to contact the Club Manager. Employees may raise questions or
complaints about immigration law compliance without fear of reprisal.
107 Conflicts of Interest
Employees have an obligation to conduct business within guidelines that prohibit
actual or potential conflicts of interest. This policy establishes only the framework within
which Sawmill & Loggers Trail wishes the business to operate. The purpose of these
guidelines is to provide general direction so that employees can seek further clarification
on issues related to the subject of acceptable standards of operation. Contact the Club
Manager for more information or questions about conflicts of interest.
Transactions with outside firms must be conducted within a framework
established and controlled by the Club Manager. Business dealings with outside firms
should not result in unusual gains for those firms. Unusual gain refers to bribes, product
bonuses, special fringe benefits, unusual price breaks, and other windfalls designed to
ultimately benefit the employer, the employee, or both. Promotional plans that could be
interpreted to involve unusual gain require specific approval of the Club Manager.
An actual or potential conflict of interest occurs when an employee is in a position
to influence a decision that may result in a personal gain for that employee or for a
relative as a result of Sawmill & Loggers Trail’s business dealings. For the purposes of
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this policy, a relative is any person who related by blood or marriage, or whose
relationship with the employee is similar to that of persons who are related by blood or
marriage.
No “presumption of guilt” is created by the mere existence of a relationship with
outside firms. However, if employees have any influence on transactions involving
purchases, contracts, or leases, it is imperative that they disclose to an officer of Sawmill
& Loggers Trail as soon as possible the existence of any actual or potential conflict of
interest so that safeguards can be established to protect all parties.
Personal gain may result not only in cases where an employee or relative has a
significant ownership in a firm with which Sawmill & Loggers Trail does business, but
also when an employee or relative receives any kickback, bribe, substantial gift, or
special consideration as a result of any transaction or business dealings involving
Sawmill & Loggers Trail.
108 Outside Employment
An employee may hold a job with another organization as long as he or she
satisfactorily performs his or her job responsibilities with Sawmill & Loggers Trail. All
employees will be judged by the same performance standards and will be subject to
Sawmill & Loggers Trail’s scheduling demands, regardless of any existing outside work
requirements.
If Sawmill & Loggers Trail determines that an employee’s outside work interferes
with performance or the ability to meet the requirements of Sawmill & Loggers Trail as
they are modified from time to time, the employee may be asked to terminate the outside
employment if he or she wishes to remain with Sawmill & Loggers Trail.
Outside employment will present a conflict of interest if it has an adverse impact
on Sawmill & Loggers Trail.
109 Non-Disclosure
The protection of confidential business information and trade secrets is vital to the
interests and the success of Sawmill & Loggers Trail. Such confidential information
includes, but is not limited to, the following examples.
 operational procedures
 customer lists
 customer preferences
 financial information
 marketing strategies
Employees who improperly use or disclose trade secrets or confidential business
information will be subject to disciplinary action, up to and including termination of
employment, even if they do not actually benefit from the disclosed information.
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110 Disability Accommodations
Sawmill & Loggers Trail is committed to complying fully with the Americans
with Disabilities Act (ADA) and ensuring equal opportunity in employment for qualified
persons with disabilities. All employment practices and activities are conducted on a
non-discriminatory basis.
Hiring procedures have been reviewed and provide persons with disabilities
meaningful employment opportunities. Upon request, job applications are available in
alternative, accessible formats, as is assistance in completing the application. Preemployment inquiries are made only regarding an application’s ability to perform the
duties of the position.
Reasonable accommodation is available to all disabled employees, where their
disability affects the performance of job functions. All employment decisions are based
on the merits of the situation in accordance with defined criteria, not the disability of the
individual.
Qualified individuals with disabilities are entitled to equal pay and other forms of
compensation (or changes in compensation) as well as in job assignments, classifications,
organization structures, position descriptions, lines of progression, and seniority lists.
Leave of all types will be available to all employees on an equal basis.
Sawmill & Loggers Trail is also committed to not discriminating against any
qualified employees or applicants because they are related to or associated with a person
with a disability. Sawmill & Loggers Trail will follow any state or local law that
provides individuals with disabilities greater protection that the ADA.
This policy is neither exhaustive nor exclusive. Sawmill & Loggers Trail is
committed to taking all other actions necessary to ensure equal employment opportunity
for persons with disabilities in accordance with the ADA and all other applicable federal,
state, and local laws.
111 Job Posting and Employee Referrals
Sawmill & Loggers Trail provides employees an opportunity to indicate their
interest in open positions and advance within he organization according to their skills and
experience. In general, notices of all regular, full-time and part-time job openings are
posted, although Sawmill & Loggers Trail reserves is discretionary right to not post a
particular opening.
Job openings will be posted and normally remain open for 14 days. Each job
posting notice will include the dates of the posting period, job title, department, location,
job summary, essential duties, and qualification (required skills and abilities).
To be eligible for a posted job, employees must have performed competently for
at least 45 calendar days in their current position. Employees who have a written
warning on file, or are on probation or suspension are not eligible to apply for posted
jobs. Eligible employees can only apply for those posted jobs for which they possess the
required skills, competencies, and qualifications.
Sawmill & Loggers Trail recognizes the benefit of developmental experiences and
encourages employees to talk with their Manager about their career plans. Managers are
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encouraged to support employees’ efforts to gain experience and advance within their
organization.
An applicant’s Manager may be contacted to verify performance, skills, and
attendance. Any staffing limitations or other circumstances that might affect a
prospective transfer may also be discussed.
Job posting is a way to inform employees of openings and to identify qualified
and interested applicants who might not otherwise be known to the hiring manager.
Other recruiting sources may also be used to fill open positions in the best interest of the
organization.
Sawmill & Loggers Trail also encourages employees to identify friends or
acquaintances who are interested in employment opportunities and refer qualified outside
applicants for posted jobs. Employees should obtain permission from the individual
before making a referral, share their knowledge of the organization, and not make
commitments or oral promises of employment.
An employee should submit the referral’s resume and/or completed application
form to Sawmill & Loggers Trail for a posted job. If the referral is interviewed, the
referring employee will be notified of the initial interview and the final selection
decision.
112 Child & Medial Support Declarations
According to Minn. Stat. Secs. 518.171 and 518.611, employers must ask all new
employees to disclose the existence and terms or any court-ordered child support and
medical support obligations that are required by law to be withheld from income. The
employer must then withhold as required by the order and turn such income over to the
county agency child support enforcement office within ten (10) days after issuing the
paycheck. If the employee is under a court-ordered obligation to obtain health and dental
dependent insurance coverage and such coverage is availably through the employer, the
employer will advise the employee regarding the application processes and enroll the
employee and his or her dependent(s) in the applicable insurance plan if available.
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Employment and Status Records
201 Employment Categories
It is the intent of Sawmill & Loggers Trail to clarify the definitions of
employment classifications so that employees understand their employment status and
benefit eligibility. These classifications do not guarantee employment for any specified
period of time. Accordingly, the right to terminate the employment relationship at will at
any time is retained by both the employee and Sawmill & Loggers Trail.
Each employee is designated as either NONEXEMPT or EXEMPT from federal
and state wage and hour laws. NONEXEMPT employees are entitled to overtime pay
under the specific provisions of federal and state laws. EXEMPT employees are
excluded from specific provisions of federal and state wages and hour laws. Sawmill &
Loggers Trail Management may change an employee’s EXEMPT or NONEXEMPT
classification only upon written notification.
In addition to the above categories, each employee will belong to one other
employment category.
FULL-TIME YEAR-AROUND Employees are those who are normally
salaried and who are regularly scheduled to work Sawmill & Loggers Trail’s fulltime schedule year around. Generally, they are eligible for Sawmill & Loggers
Trail’s benefit package, subject to the terms, conditions, and limitation of each
benefit program.
FULL-TIME SEASONAL employees are those who work full-time during
the April-October season. They are ineligible for some of Sawmill & Loggers
Trail’s benefit programs.
PART-TIME SEASONAL employees are those who are not assigned to a
temporary or introductory status and who are regularly scheduled work less than
40 hours per week. While they do receive all legally mandated benefits (such as
Social Security and workers’ compensation insurance), they are ineligible for
some of Sawmill & Loggers Trail’s other benefit programs.
TEMPORARY employees are those who are hired as interim replacement,
to temporarily supplement the work force, or to assist in the completion of a
specific project. Employment assignments in this category are of a limited
duration. Employment beyond any initially stated period does not in any way
imply a change in employment status. Temporary employees retain that status
unless and until notified of a change. While temporary employees receive all
legally mandated benefits (such as workers’ compensation insurance and Social
Security), they are ineligible for all of Sawmill & Loggers Trail’s other benefit
programs.
Benefits
Vacation Discounts
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Full-Time YR Around
Full-Time Seasonal
Part-Time Seasonal
Temporary
Yes
No
No
No
Yes
No
No
No
Yes
Yes
Yes
No
Yes
Yes
Yes
No
3
1
1
No
202 Access to Personnel Files
Sawmill & Loggers Trail maintains a personnel file on each employee. The
personnel file includes such information as the employee’s job application, resume,
training records, documentation of performance, and other employment records.
Personnel files are the property of Sawmill & Loggers Trail, and access to the
information they contain is restricted. Generally, only Managers of Sawmill & Loggers
Trail who have a legitimate reason to review information in a file are allowed to do so.
Employees who wish to review their own file should contact the Club Manager.
With reasonable advance notice, employees may review their own personnel files in
Sawmill & Loggers Trail’s offices and in the presence of a Manager.
203 Employment Reference Checks
To ensure that individuals who join Sawmill & Loggers Trail are well qualified
and have a strong potential to be productive and successful, it is the policy of Sawmill &
Loggers Trail to check the employment reference of all applicants.
The Club Manager will respond in writing only to those reference check inquiries
that are submitted in writing. Responses to such inquiries will be limited to factual
information that can be substantiated by Sawmill & Loggers Trail’s records.
204 Personnel Data Changes
It is the responsibility of each employee to promptly notify Sawmill & Loggers
Trail of any changes in personnel data. Personal mailing addresses, telephone numbers,
individuals to be contacted in the event of emergency, and other such status reports
should be accurate and current at all times. If any personnel data has changed, notify the
Club Manager or Golf Course Superintendent, as appropriate.
205 Introductory Period
The introductory period is intended to give new employees the opportunity to
demonstrate their ability to achieve a satisfactory level of performance and to determine
whether the new position meets their expectations. Sawmill & Loggers Trail uses this
period to provide training, evaluate employee capabilities, work habits, and overall
performance. Either the employee or Sawmill & Loggers Trail may end the employment
relationship at will at any time during or after this introductory period, with or without
cause or advance notice.
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All new and rehired employees work on an introductory basis for the first 160
hours after their date of hire. Any significant absence will automatically extend an
introductory period by the length of the absence. If Sawmill & Loggers Trail determines
that the designated introductory period does not allow sufficient time to thoroughly
evaluate the employee’s performance, the introductory period may be extended for a
specified period.
Upon satisfactory completion of the introductory period, employees enter the
“regular” employment classification.
During the introductory period, new employees are eligible for those benefits that
are required by law, such as workers’ compensation insurance and Social Security. They
may also be eligible for other Sawmill & Loggers Trail-provided benefits, subject to the
terms and conditions of each benefits program. Employees should read the information
for each specific benefits program for the details on eligibility requirements.
206 Employment Applications
Sawmill & Loggers Trail relies upon the accuracy of information contained in the
employment application, as well as the accuracy of other data presented throughout the
hiring process and employment. Any misrepresentations, falsifications, or material
omissions in any of this information or data may result in the exclusion of the individual
form further consideration for employment or, if the person has been hired, termination
of employment.
207 Performance Evaluation
Managers and employees are strongly encouraged to discuss job performance and
goals on an informal, day-to-day basis. Additional performance evaluations are
conducted to provide both Managers and employees the opportunity to discuss job tasks,
identify and correct weaknesses, encourage and recognize strengths, and discuss positive,
purposeful approaches for meeting goals.
Sawmill & Loggers Trail awards merit-based pay adjustments in an effort to
recognize truly superior employee performance. The decision to award such an
adjustment is dependent upon numerous factors, including the information documented
by the performance evaluation process.
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Employee Benefit Programs
301 Employee Purchases
Full-time and Part-time employees are allowed to purchase certain merchandise at
a discount. This does NOT apply to balls. Purchases should be for personal use only.
Purchases will be limited to adequately stocked merchandise or merchandise that has
been in stock for at least 30 days. Purchases will be on a cash basis only. The Head Golf
Professional or designee has the right to deny any Golf Shop purchase.
302 Golfing Privileges
Complimentary golf rounds are offered to FULL-TIME and PART-TIME
employees.
Fulltime Year Around & Managers
Free golf for employee
Monday through Friday
Weekends and Holidays After 3pm
Up to three (3) guests play free; guests must accompany the employee
Free carts for employee and guests
One free large bucket per day for employee; unused buckets do not carry over,
Guests pay for range balls.
Note: Due to the nature of his job, the Head Golf Professional
has unlimited range balls.
20% over cost on all merchandise in Pro Shop for employee only
(Merchandise must be displayed for 30 days)
Food discount priced by item at counter
Fulltime Seasonal
Free golf for employee
Monday through Friday
Weekends and Holidays After 3pm
One (1) guest plays free; all guests must accompany the employee
No charge for one full cart for employee and guest
One free large bucket per day for employee; unused buckets do not carry over,
All guests pay for range balls.
Note: Due to the nature of his job, the Assistant Golf Professional
has unlimited range balls
20% over cost on all merchandise in Pro Shop for employee only
(Merchandise must be displayed 30 days)
Food discount priced by item at counter
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Part-time Seasonal
Free Golf for employee
Monday through Friday
Weekend/Holidays After 3pm
One (1) guest plays free. All guests must accompany employee
Employee pays ½ of single cart fee; normal charge for carts for guests
One free large bucket per day per employee; unused buckets do not carry over,
All guests pay for range balls
20% over cost on all merchandise in Pro Shop for employee only
(Merchandise must be displayed 30 days)
Food discount priced by item at counter
Notes:
1. Special circumstances for Full-Time Year Around Employees may be given
with the pre-approval of Woody or Greg.
2. If any employee brings out a group of seven or more paying guests, the
employee and one guest get their round and cart free.
3. Employees and guests may play anytime on weekends as a walk-on only. Tee
times cannot be made in advance on weekends.
4. An employee may reserve a tee time 24 hours in advance Monday through
Thursday only, unless pre-approved by Woody or Greg.
Employees and their guests will be expected to observe all rules and behavior of
the course as if they were a paying customer--specifically, not playing holes in the
normal sequence and not jumping in front of paying customers. Employees and their
guests will be expected to check in with the Pro Shop and Starter prior to beginning.
Timekeeping/Payroll
401 Timekeeping
Accurately recording time worked is the responsibility of every employee.
Federal and state laws require Sawmill & Loggers Trail to keep an accurate record of
time worked in order to calculate employee pay and benefits. Time worked is all the time
actually spent on the job performing assigned duties.
Altering, falsifying, tampering with time records, or recoding time on another
employee’s time record may result in disciplinary action, up to and including termination
of employment.
The time clock is to be used for employee accountability. If corrections or
modifications are made to the time record, both the employee and the Manager must
verify the accuracy of the changes by initialing the time record. Time cards will be used
for payroll purposes and only the employee may punch him/herself in or out.
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402 Paydays
All employees are paid biweekly on every other Monday for the pay period
ending on the previous Sunday. Each paycheck will include earnings for all work
performed through the end of the previous payroll period.
403 Employment Termination
Termination of employment is an inevitable part of personnel activity within any
organization, and many of the reasons for termination are routine. Below are examples of
some of the most common circumstances under which employment is terminated:
1. Resignation – voluntary employment termination initiated by the employee
2. Discharge – involuntary employment termination initiated by the organization
3. Layoff – involuntary employment termination initiated by the organization for
non-disciplinary reasons
Sawmill & Loggers Trail will generally schedule exit interviews at the time of
employment termination. The exit interview will afford an opportunity to discuss such
issues as employee benefits, conversion privileges, repayment of outstanding debts to
Sawmill & Loggers Trail, or return of Sawmill & Loggers Trail-owned property.
Suggestions, complaints, and questions can also be voiced.
Since employment with Sawmill & Loggers Trail is based on mutual consent,
both the employee and Sawmill & Loggers Trail have the right to terminate employment
at will, with or without cause, at any time. Employees will receive their final pay in
accordance with applicable state law.
404 Administrative Pay Corrections
Sawmill & Loggers Trail takes all reasonable steps to ensure that employees
receive the correct amount of pay in each paycheck and that employees are paid promptly
on the scheduled payday.
In the unlikely event that there is an error in the amount of pay, the employee
should promptly bring the discrepancy to the attention of your Manager so that
corrections can be made as quickly as possible.
405 Pay Deductions and Setoffs
The law requires that Sawmill & Loggers Trail make certain deductions from
every employee’s compensation. Among these are applicable federal, state, and local
income taxes. Sawmill & Loggers Trail also must deduct Social Security taxes on each
employee’s earnings up to a specified limit that is called the Social Security “wage base.”
Sawmill & Loggers Trail matches the amount of Social Security taxes paid by each
employee.
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Sawmill & Loggers Trail offers programs and benefits beyond those required by
law. Deductions will occur for the costs of require uniforms.
If you have questions concerning why deductions were made from your paycheck
or how they were calculated, your Manager can assist in having your questions answered.
406 Garnishment
Any employee with knowledge of a wage claim by a creditor should advise your
Manager or the Club Manager.
407 Compensation
Sawmill & Loggers Trail has established a job description with salary and wage
ranges. Salaries will be reviewed periodically and merit increases may be granted based
on overall employee performance.
How well an employee performs his or her job is the primary factor for any pay
increase recommendations. The Manager will evaluate job performance periodically.
The Manager will consider quality and quantity of work, overall job knowledge,
versatility, attendance, and punctuality in the evaluation of performance.
408 Holiday Pay, Gratuity Pay, & Tips
Sawmill & Loggers Trail does not pay additional compensation for working
holidays.
Non-salaried employees may be paid a bonus for hours worked during events and
golf outings.
Distribution of tips varies between departments and is discussed in the Sawmill &
Loggers Trail Standard Operating Procedures. Reporting of tips earned is the
responsibility of employees and Managers.
Work Conditions & Hours
501 Safety & Security
To assist in providing a safe and healthful work environment for employees,
customers, and visitors, Sawmill & Loggers Trail has established a workplace safety
program. This program is a top priority for Sawmill & Loggers Trail. The Club Manager
has delegated to the Club’s managers the implementation, administration, monitoring,
and evaluation of the safety program. Its success depends on the alertness and personal
commitment of all.
Sawmill & Loggers Trail provides information to employees about workplace
safety and health issues through regular internal communication channels such as
Manager-employee meetings, bulletin board postings, memos, or other written
communications.
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Some of the best safety improvement ideas come from employees. Those with
ideas, concerns, or suggestions for improved safety in the workplace are encouraged to
raise them with their Manager, or with another Manager, or bring them to the attention of
the Club Manager. Reports and concerns about workplace safety issues may be made
anonymously if the employee wishes. All reports can be made without fear of reprisal.
Each employee is expected to obey safety rules and to exercise caution in all work
activities. Employees must immediately report any unsafe conditions to the appropriate
Manager. Employees who violate safety standards, who cause hazardous or dangerous
situations, or who fail to report or, where appropriate, remedy such situations, may be
subject to disciplinary action, up to and including termination of employment.
In the case of accidents that result in injury, regardless of how insignificant the
injury may appear, employees should immediately notify the on duty manager or the
appropriate Manager. Such reports are necessary to comply with laws and initiate
insurance and workers’ compensation benefits procedures. Specific guidelines on how to
report an accident are contained in the Sawmill & Loggers Trail’s Standard Operating
Procedures Manual. The Club Manager has overall responsibility for following through
on all initial claims.
Locked access areas will be entered by authorized personnel only. Security codes
and passwords will not be shared with unauthorized personnel the result of which will be
cause for termination. This also applies to keys issued to eligible employees.
502 Work Schedules
Work schedules for employees vary throughout out organization. Managers will
advise employees of their individual work schedules. Staffing needs and operational
demands may necessitate variations to starting and ending times, as well as variations in
the total hours that may be scheduled each day and week. Schedules will be made by the
Managers to cover the next two weeks. If is your responsibility to check the schedule as
often for any possible changes to it.
If you are not able to work your scheduled time, it is your responsibility to find a
replacement who is capable of doing your job. It is also your responsibility to notify your
Manager in plenty of time if you will be late for work. Your Manager must approve
changes in the schedule. If you cannot find a replacement, you are expected to work.
Not showing up for work or coming in late without prior approval causes undue
burden on employees who are at work as well as a possible loss of revenue and loss of
customer service. The following actions will be taken if you do not show up for work
without prior approval:
1st time: Loss of all golf, meal, and drink privileges for 30 days.
2nd time: Loss of all golf, meal, and drink privileges for the remainder of the
season.
3rd time: Termination of employment.
Sawmill & Loggers Trail reserves the right to terminate an employee after the
first or second offense.
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503 Use of Phone and Mail Systems
Personal use of the telephone for long-distance and toll calls is not permitted.
Employees should practice discretion when making local personal calls and may be
required to reimburse Sawmill & Loggers Trail for any charges resulting from their
personal use of the telephone. A public pay phone is available for personal outgoing calls
during breaks, meal periods, or at other times.
The mail system is reserved for business purposes only. Employees should
refrain from sending or receiving personal mail at the workplace.
504 Smoking
In keeping with Sawmill & Loggers Trail’s intent to provide a safe and healthful
work environment, smoking in the workplace is prohibited except in those locations that
have been specifically designated as smoking areas. Smoking is permitted during breaks
or lunchtime in designated areas only. In situations where the preferences of smokers
and nonsmokers are in direct conflict, the preferences of nonsmokers will prevail.
This policy applies equally to all employees, customers, and visitors.
505 Rest and Meal Periods
Each workday, regular full-time non-exempt employees are provided with two
rest periods. Managers will advise employees of the regular rest period length and
schedule. To the extent possible, rest periods will be provided in the middle of work
periods. Since this time is counted and paid as time worked, employees must not be
absent from their workstations beyond the allotted rest period time.
Personnel should make every effort to eat their lunch out of sight of customers.
506 Overtime
All overtime work must receive the Manager’s prior authorization.
Overtime compensation is paid to all nonexempt employees in accordance with
federal and state wage and hour restrictions. Overtime pay is based on actual hours
worked. Time off on sick leave, vacation leave, or any leave of absence will not be
considered hours worked for purposes of performing overtime calculations.
Employees who work overtime without receiving prior authorization from the
Manager may be subject to not being paid for those hours or to disciplinary action up to
and including possible termination of employment.
507 Use of Equipment and Vehicles
Equipment and vehicles essential in accomplishing job duties are expensive and
may be difficult to replace. When using company equipment or vehicles, employees are
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expected to exercise care, perform required maintenance, and follow all operating
instructions, safety standards, and guidelines.
Please notify the Manager if any company equipment, machines, tools, or vehicles
appear to be damaged, defective, or in need of repair. Prompt reporting of damages,
defects, and the need for repairs could prevent deterioration or equipment and possible
injury to employees or others. The Manager can answer any questions about an
employee’s responsibility for maintenance and care of equipment or vehicles used on the
job.
The improper, careless, negligent, destructive, or unsafe use of operations of
company equipment or vehicles, as well as excessive or avoidable traffic and parking
violations, can result in disciplinary action, up to and including termination of
employment.
508 Emergency Closings
At times, emergencies such as severe weather, fires, or power failures, can disrupt
golf operations and maintenance. In extreme cases, these circumstances may require the
closing of the work facility.
When operations are officially closed due to emergency conditions such as severe
weather, the time off from scheduled work will be unpaid. Employees should call their
Manager to see if they are needed. Staff reductions may be necessary during these times.
However, employees in essential operations may be asked to work on a day when
operations are officially closed. In these circumstances, employees who work will
receive regular pay.
509 Computer and E-mail Usage
Computers, computer files, the e-mail system, and software furnished to
employees are Sawmill & Loggers Trail property intended for business use. Employees
should not use a password, access a file, or retrieve any stored communications without
authorization. To ensure compliance with this policy, computer and e-mail usage may be
monitored.
Sawmill & Loggers Trail strives to maintain a workplace free of harassment and
sensitive to the diversity of its employees. Therefore, Sawmill & Loggers Trail prohibits
the use of computers and the e-mail system in ways that are disruptive, offensive to
others, or harmful to morale.
Example, the display or transmission of sexually explicit images, messages, and
cartoons is not allowed. Other such misuse includes, but is not limited to, ethnic slurs,
racial comments, off-color jokes, or anything that may be construed as harassment or
showing disrespect for others. Display of such behavior may result in immediate
termination.
E-mail may not be used to solicit others for commercial ventures, religious or
political causes, outside organizations, or other non-business matters.
Sawmill & Loggers Trail purchases and licenses the use of various computer
software for business purposes and does not own the copyright to this software or its
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related documentation. Unless authorized by the software developer, Sawmill & Loggers
Trail does not have the right to reproduce such software for use on more than one
computer.
Employees may only use software on local area networks or on multiple machines
according to the software license agreement. Sawmill & Loggers Trail prohibits the
illegal duplication of software and its related documentation.
Employees should notify their immediate Manager or any member of
management upon learning of violations of this policy. Employees who violate this
policy will be subject to disciplinary action, up to and including termination of
employment.
510 Internet Usage
Internet access to global electronic information resources on the World Wide Web
is provided by Sawmill & Loggers Trail to assist employees in obtaining work-related
data and technology. The following guidelines have been established to help ensure
responsible and productive Internet usage. All Internet usage is limited to job-related
activities. Personal use of the Internet is not permitted.
All Internet data that is composed, transmitted, or received via our computer
communications systems is considered to be a part of the official records of Sawmill &
Loggers Trail and, as such, is subject to disclosure to law enforcement or other third
parties. Consequently, employees should always ensure that the business information
contained in Internet e-mail messages and other transmissions is accurate, appropriate,
ethical, and lawful.
The equipment, services, and technology provided to access the Internet remain at
all times the property of Sawmill & Loggers Trail. As such, Sawmill & Loggers Trail
reserves the right to monitor Internet traffic, and retrieve and read any data composed,
sent, or received through out online connections and stored in our computer systems.
Data that is composed, transmitted, accessed, or received via the Internet must not
contain content that could be considered discriminatory, offensive, obscene, threatening,
harassing, intimidating, or disruptive to any employee or other person. Examples of
unacceptable content may include, but are not limited to, sexual comments or images,
racial slurs, gender-specific comments, or any other comments or images that could
reasonably offend someone on the basis of race, age, sex, religious or political beliefs,
national origin, disability, sexual orientation, or any other characteristic protected by law.
Such actions may result in immediate termination.
The unauthorized use, installation, copying, or distribution of copyrighted,
trademarked, or patented material on the Internet is expressly prohibited. As a general
rule, if an employee did not create material, does not own the rights to it, or has not
gotten authorization for its use, it should not be put on the Internet. Employees are also
responsible for ensuring that the person sending any material over the Internet has the
appropriate distribution rights.
Internet users should take the necessary anti-virus precautions before
downloading or copying any file from the Internet. All downloaded files are to be
checked for viruses; all compress files are to be checked before and after decompression.
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Abuse of the Internet access provided by Sawmill & Loggers Trail in violation of
law or Sawmill & Loggers Trail policies will result in disciplinary action, up to and
including termination of employment. Employees may also be held personally liable for
any violations of this policy. The following behaviors are examples of previously stated
or additional actions and activities that are prohibited and can result in disciplinary
action:
 Sending or posting discriminatory, harassing, or threatening messages or
images
 Using the organization’s time and resources for personal gain
 Stealing, using, or disclosing someone else’s code or password without
authorization
 Copying, pirating, or downloading software and electronic files without
permission
 Sending or posting confidential material, trade secrets, or proprietary
information outside of the organization
 Engaging in unauthorized transactions that may incur a cost to the
organization or initiate unwanted Internet services and transmissions
 Sending or posting messages or material that could damage the organization’s
image or reputation
 Participating in the viewing or exchange of pornography or obscene materials
 Sending or posting messages that defame or slander other individuals
 Refusing to cooperate with a security investigation
 Sending or posting chain letters, solicitations, or advertisements not related to
business purposes or activities
 Using the Internet for political causes or activities, religious activities, or any
sort of gambling
 Sending or posting messages that disparage another organization’s products or
services
 Passing off personal views as representing those of the organization
 Sending anonymous e-mail messages
 Engaging in any other illegal activities
511 Workplace Monitoring
Workplace monitoring may be conducted by Sawmill & Loggers Trail to ensure
quality control, employee safety, security, and customer satisfaction.
Computers furnished to employees are the property of Sawmill & Loggers Trail.
As such, computer usage and files may be monitored or accessed.
Sawmill & Loggers Trail may conduct video surveillance of non-private
workplace areas. Video monitoring is used to identify safety concerns, maintain quality
control, detect theft and misconduct, and discourage or prevent acts of harassment and
workplace violence.
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Employees can request access to information gathered through workplace
monitoring that may impact employment decisions. Access will be granted unless there is
a legitimate business reason to protect confidentiality or an ongoing investigation.
Because Sawmill & Loggers Trail is sensitive to the legitimate privacy rights of
employees, every effort will be made to guarantee that workplace monitoring is done in
an ethical and respectful manner.
512 Workplace Violence Prevention
Sawmill & Loggers Trail is committed to preventing workplace violence and to
maintaining a safe work environment. Given the increasing violence in society in
general, Sawmill & Loggers Trail has adopted the following guidelines to deal with
intimidation, harassment, or other threats of (or actual) violence that may occur during
business hours or on its premises.
All employees, including Managers and temporary employees, should be treated
with courtesy and respect at all times. Employees are expected to refrain from fighting,
“horseplay”, or other conduct that may be dangerous to others. Firearms, weapons, and
other dangerous or hazardous devices or substances are prohibited from the premises of
Sawmill & Loggers Trail without proper authorization.
Conduct that threatens, intimidates, or coerces another employee, a customer, or a
member of the public at any time, including off-duty periods, will not be tolerated. This
prohibition includes all acts of harassment, including harassment that is based on an
individual’s sex, race, age, or any characteristic protected by federal, state, or local law.
All threats of (or actual) violence, both direct and indirect, should be reported as
soon as possible to your immediate Manager or any other member of management. This
includes threats by employees, as well as threats by customers, vendors, solicitors, or
other members of the public. When reporting a threat of violence, you should be as
specific and detailed as possible.
All suspicious individuals or activities should also be reported as soon as possible
to a Manager. Do not place yourself in peril. If you see or hear a commotion or
disturbance near your workstation, do not try to intercede or see what is happening.
Sawmill & Loggers Trail will promptly and thoroughly investigate all reports of
threats of (or actual) violence and of suspicious individuals or activities. The identity of
the individual making a report will be protected as much as is practical. In order to
maintain workplace safety and the integrity of its investigation, Sawmill & Loggers Trail
may suspend employees, either with or without pay, pending investigation.
Anyone determined to be responsible for threats of (or actual) violence or other
conduct that is in violation of these guidelines will be subject to prompt disciplinary
action up to and including termination of employment.
Sawmill & Loggers Trail encourages employees to bring their disputes or
differences with other employees to the attention of their Manager, their manager, or the
General Manger before the situation escalates into potential violence. Sawmill &
Loggers Trail is eager to assist in the resolution of employee disputes, and will not
discipline employees for raising such concerns.
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513 Ergonomics
Sawmill & Loggers Trail has developed an ergonomics program to minimize
repetitive motion injuries (RMIs) in the workplace. The primary elements of the
ergonomics program include: (1) worksite evaluations, (2) control of exposures that may
have caused RMIs, and (3) ergonometrics training of employees. The ergonometrics
program also focuses on educating employees on their personal responsibility to ensure
good work habits (such as posture and body mechanics) and adequate fitness for work.
RMIs are musculoskeletal injuries, identified and diagnosed by a licensed
physician, that can result from a job, process, or operation where employees perform the
same repetitive motion tasks. Examples of repetitive motion tasks include, but are not
limited to, sustained computer keyboard and mouse usage; assembling materials and
products; or lifting, carrying, and loading objects.
When more than one RMI has been reported at Sawmill & Loggers Trail within a
12-month period that results from a job, process, or operation of identical work activity, a
worksite evaluation will be conducted. The evaluation identifies potential exposures that
may have caused RMIs and determines the methods Sawmill & Loggers Trail will use to
control or minimize them. Affected employees will be informed of the potential
exposures and trained in the control measures.
Every reasonable effort will be made to correct exposures in a timely manner that
may have caused RMIs or, if the exposure is not capable of being corrected, to minimize
it to the extent feasible. In determining how to correct or minimize exposures, Sawmill
& Loggers Trail will consider reasonable, cost-effective engineering or administrative
controls.
Employees are provided with training that includes an explanation of the
ergonomics program, exposures that have been associated with RMIs, the symptoms and
consequences of injuries caused by repetitive motion, the importance or reporting
symptoms and injuries, and the methods used to minimize RMIs.
All employees are encouraged to immediately report to Management all suspected
RMIs, RMI symptoms, or other ergonomic concerns. All employees are required to
report to the Club Manager all workplace RMIs as soon as possible after they have been
identified and diagnosed by a licensed physician.
Post-offer medical examinations may be required for those positions in which
there is a bona fide job-related physical requirement. They are given to all persons
entering those positions only after conditional job offers to help ensure they are able to
perform their duties safely. Medical records will be kept separate and confidential.
514 After Hours
There will be no personnel permitted in any building after normal business hours
or when the buildings are locked without the express consent or in the presence of
Management.
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515 Parking
Employees are encouraged to park in the middle or lower tiered parking lot or
along the trees. Personnel who close for the evening, for the sake of safety and security,
may park as close to the clubhouse as possible.
During large events, employees may be asked to park in the Maintenance lot in
order to allow customers adequate room in the parking lot.
516 Food & Beverage Operations
Sawmill & Loggers Trail operates a bar and grill, on course grill for quick service
foods, and a mobile beverage cart. Because it is necessary to serve safe food, it is
imperative that strict food safety rules are adhered to.
As a result, only Food & Beverage employees and, in the absence of Food &
Beverage employees are authorized access behind the bar in the clubhouse. In the
absence of Food & Beverage employees (such as the shoulder seasons or early daily
opening), only the On-Duty Manager, Head Golf Professional, and Club Manager are
permitted behind the bar.
Leaves of Absence
601 Personal Leave (Time Off/Vacations)
Only regular full-time employees are eligible for paid vacations. All other
employees’ time off is without pay. To request time off, please consult with your
Manager. Requests will be granted based on the date of the date the request was made
and staff requirements and are the sole discretion of the Manager.
Employee Conduct & Disciplinary Action
701 Employee Conduct and Work Rules
To ensure orderly operations and to provide the best possible work environment,
Sawmill & Loggers Trail expects employees to follow rules of conduct that will protect
the interests and safety of all employees and the organization.
It is not possible to list all the forms of behavior that are considered unacceptable
in the workplace. The following are examples of infractions of rules of conduct that may
result in disciplinary action, up to and including termination of employment.
 Theft or inappropriate removal or possession of company property
 Theft through falsification of meals as employee discounted meals
 Falsification of timekeeping records
 Working under the influence of alcohol or illegal drugs
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
Possession, distribution, sale, transfer, or use of alcohol or illegal drugs in the
workplace, while on duty, or while operating employer-owned vehicles or
equipment
 Fighting or threatening violence in the workplace
 Boisterous or disruptive activity in the workplace
 Negligence or improper conduct leading to damage of employer-owned or
customer-owned property
 Insubordination or other disrespectful conduct
 Violation of safety or health rules
 Smoking in prohibited areas
 Sexual or other unlawful or unwelcome harassment of other employees and
guests
 Possession of dangerous or unauthorized materials, such as explosives or
firearms, in the workplace
 Excessive absenteeism or any absence without notice
 Unauthorized absence from work station during the workday
 Unauthorized use of telephones, mail system, or other employer-owned
equipment
 Violation of personnel policies
 Unsatisfactory performance or conduct including sleeping on the job
 Misusing employee playing privileges
 Failure to war a proper uniform when required or wearing a soiled uniform
 Contributing to unsanitary conditions or poor housekeeping
 Operating, using, or possessing tools, machines, or equipment that the
employee has not been authorized to use.
 Misusing, destroying, or damaging any property or equipment belonging to
Sawmill & Loggers Trail or guests
 Discourtesy in any manner to a guest
 Use of cell phones for personal use while working.
This list is not all-inclusive. The accumulation by any employee of two (2) such
written notices on any single violation or a total of four (4) notices of violations on the
above rules during a 12 month period is grounds for dismissal.
Employment with Sawmill & Loggers Trail is at the mutual consent of the Club
and the employee, and either party may terminate that relationship at any time, with or
without cause, and with or without advance notice.
702 Drug and Alcohol Use
It is Sawmill & Loggers Trail’s desire to provide a drug-free, healthful, and safe
workplace. To promote this goal, employees are required to report to work in appropriate
mental and physical condition to perform their jobs in a satisfactory manner.
While on Sawmill & Loggers Trail premises and while conducting businessrelated activities off Sawmill & Loggers Trail premises, no employee may use, possess,
distribute, sell, or be under the influence of alcohol or illegal drugs. The legal use of
prescribed drugs is permitted on the job only if it does not impair an employee’s ability to
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perform the essential functions of the job effectively and in a safe manner that does not
endanger other individuals in the workplace.
Violations of this policy may lead to disciplinary action, up to and including
immediate termination of employment, and/or required participation in a substance abuse
rehabilitation or treatment program. Such violations may also have legal consequences.
Employees with questions on this policy or issues related to drug or alcohol use in
the workplace should raise their concerns with their Manager or the Club Manager
without fear of reprisal.
No alcohol will be served to anyone under the legal drinking age. Additionally,
excessive, abusive, or indecent behavior or language by any off-duty employee under the
influence will not be tolerated and will result in disciplinary actions or dismissal. It will
be the responsibility of each department Manager to see that these rules are followed.
703 Sexual and Other Unlawful Harassment
Sawmill & Loggers Trail is committed to providing a work environment for all
guests and employees that is free form all forms of discrimination and conduct that can
be considered harassing, coercive, or disruptive, including sexual harassment. Actions,
words, jokes, or comments based on an individual’s sex, race, color, national origin, age,
religion, disability, sexual orientation, or any other legally protected characteristic will
not be tolerated. Sawmill & Loggers Trail will provide ongoing sexual harassment
training to ensure you the opportunity to work in an environment free of sexual and other
unlawful harassment.
Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or
physical conduct or a sexual nature. This definition includes many forms of offensive
behavior and includes gender-based harassment of a person or the same sex as the
harasser. The following is a partial list of sexual harassment examples:
 Unwanted sexual advances
 Offering employment benefits in exchange for sexual favors
 Making or threatening reprisals after a negative response to sexual advances.
 Visual conduct that includes leering, making sexual gestures, or displaying of
sexually suggestive objects or pictures, cartoons, or posters.
 Verbal conduct that includes making or using derogatory comments, epithets,
slurs, or jokes.
 Verbal sexual advances or propositions.
 Verbal abuse of a sexual nature, graphic verbal commentaries about an
individual’s body, sexually degrading words used to describe an individual, or
suggestive or obscene letters, notes, or invitations.
 Physical conduct that includes touching, assaulting, or impeding or blocking
movements.
Unwelcome sexual advances (either verbal or physical), requests for sexual
favors, and other verbal or physical conduct or a sexual nature constitute sexual
harassment when; (1) submission to such conduct is made either explicitly or implicitly a
term or condition of employment; (2) submission or rejection of the conduct is used as a
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basis for making employment decision; or, (3) the conduct has the purpose or effect of
interfering with work performance or creating an intimidating, hostile, or offensive work
environment.
If you experience or witness sexual or other unlawful harassment in the
workplace, report it immediately to your Manager. If the Manager is unavailable or you
believe it would be inappropriate to contact that person, you should immediately contact
the Club Manager. You can raise concerns and make reports without fear of reprisal or
retaliation.
All allegations of sexual harassment will be quickly and discreetly investigated.
To the extent possible, your confidentiality and that of any witnesses and the alleged
harasser will be protected against unnecessary disclosure. When the investigation is
completed, you will be informed of the outcome of the investigation.
Any Manager who becomes aware of possible sexual or other unlawful
harassment must immediately advise the Club Manager so it can be investigated in a
timely and confidential manner. Anyone engaging in sexual or other unlawful
harassment will be subject to disciplinary action, up to and including termination of
employment.
704 Attendance and Punctuality
To maintain a safe and productive work environment, Sawmill & Loggers Trail
expects employees to be reliable and to be punctual in reporting for scheduled work.
Absenteeism and tardiness place a burden on other employees and on Sawmill & Loggers
Trail. In the rare instances when employees cannot avoid being late to work or are
unable to work as scheduled, they should notify their Manager as soon as possible in
advance of the anticipated tardiness or absence.
Poor attendance and excessive tardiness are disruptive. Either may lead to
disciplinary action, up to and including termination of employment.
If illness is given as a cause of absence, a doctor’s written note may be necessary
to resume work.
Employees are expected to be at work and ready to work by their scheduled start
time.
705 Personal Appearance
Dress, grooming, and personal cleanliness standards contribute to the morale of
all employees and affect the business image Sawmill & Loggers Trail presents to
customers and visitors.
During business hours or when representing Sawmill & Loggers Trail, you are
expected to present a clean, neat, and tasteful appearance. You should dress and groom
yourself according to the requirements of your position and accepted social standards.
This is particularly true if your job involves dealing with customers or visitors in person.
If your uniform is worn to and from work and you stop in an establishment for any
reason, you must remember that your dress is advertising Sawmill & Loggers Trail and
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your attitude, behavior, and dress can leave a positive or negative effect on those who see
you.
Your Manager in coordination with the Club Manager is responsible for
establishing a reasonable dress code appropriate to the job you perform. If your Manager
feels your personal appearance is inappropriate, you may be asked to leave the workplace
until you are properly dressed or groomed. Under such circumstance, you will not be
compensated for the time away from work. Consult with your Manager if you have
questions as to what constitutes appropriate appearance. Where necessary, reasonable
accommodation may be made to a person with a disability.
Without unduly restricting individual tastes, the following personal appearance
guidelines should be followed:
 Shoes must provide safe, secure footing, and offer protection against hazards.
 Tennis/jogging/walking shoes, teaching shoes, golf shoes, or loafers will be
clean.
 Pro Shop personnel may only wear slacks and tennis shoes are not permitted.
 Tank tops, tube or halter-tops, or short shorts may not be worn under any
circumstances.
 Mustaches and beards must be clean, well trimmed, and neat.
 Hairstyles are expected to be professionally trimmed and neat.
 Unnaturally colored hair and extreme hairstyles, such as spiked hair, do not
present an appropriate professional appearance.
 Long hairstyles should be worn with hair pulled back off the face and neck to
avoid interfering with job performance.
 Excessive makeup is not permitted.
 Poor personal hygiene is not professionally acceptable.
 Perfume, cologne, and aftershave lotion should be used moderately or avoided
altogether, as some individuals may be sensitive to strong fragrances
 Jewelry should not be functionally restrictive, dangerous to job performance,
or excessive.
 Facial jewelry, such as eyebrow rings, nose rings, lip rings, and tongue studs,
is not professionally appropriate and may not be worn while on duty.
 Multiple ear piercing (more than two rings in each ear), large hoops, or
dangling earrings are not professionally appropriate and must not be worn
while on duty.
 Torso body piercing with visible jewelry or jewelry that can be seen through
or under clothing must not be worn during business hours.
 Tattoos and body art must be covered while on duty.
Accepted dress includes:
 Uniformed shirt that is tucked in at all times.
 One’s own nametag, which will be provided, will be worn on the left side of
the shirt or outerwear at a mirror location as the Sawmill & Loggers Trail
logo.
 Slacks are required for all Golf Shop and Food & Beverage counter
employees. Cargo pants and cargo shorts are not permitted.
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
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Outside personnel and F&B personnel may wear shorts. Very short shorts are
not permitted.
A ball cap, if worn, must be the standard Sawmill or Loggers Trail Staff cap.
When worn, the brim will be forward. During severe weather when a ball cap
is inappropriate, other headgear may be worn.
Outerwear such as windbreakers, sweaters, and caps should have the Sawmill
or Loggers Trail log on it. It must not have any other local golf facility logo
on it.
706 Return of Property
Employees are responsible for all Sawmill & Loggers Trail property, materials, or
written information issued to them or in their possession or control.
Employees must return all Sawmill & Loggers Trail property immediately upon
request or upon termination of employment. Where permitted by applicable laws,
Sawmill & Loggers Trail may withhold from the employee’s check or final paycheck the
cost of any items that are not returned when required. Sawmill & Loggers Trail may also
take all actions deemed appropriate to recover or protect its property.
707 Resignation
Resignation is a voluntary act initiated by the employee to terminate employment
with Sawmill & Loggers Trail. Although advance notice is not required, Sawmill &
Loggers Trail requests at least two weeks’ written resignation notice from all employees.
Prior to an employee’s departure, an exit interview will be scheduled to discuss
the reasons for resignation and the effect of the resignation on benefits.
If an employee does not provide advance notice as requested, the employee will
be considered ineligible for rehire.
708 Solicitation
In an effort to ensure a productive and harmonious work environment, persons not
employed by Sawmill & Loggers Trail may not solicit or distribute literature in the
workplace at any time for any purpose.
Sawmill & Loggers Trail recognizes that employees may have interests in events
and organizations outside the workplace. However, employees may not solicit or
distribute literature concerning these activities during working time. (Working time does
not include lunch periods, work breaks, or any other period in which employees are not
on duty).
Examples of impermissible forms of solicitation include:
 The collection of money, goods, or gifts for
o Community groups
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o Religious groups
o Political groups
o Charitable groups
 The sale of goods, services, or subscriptions outside the scope of official
organization business
 The circulation of petitions
 The distribution of literature not approved by the employer
 The solicitation of memberships, fees, or dues
 In addition, the posting of written solicitations on company bulletin boards is
restricted. These bulletin boards display important information, and
employees should consult them frequently for:
 Employee announcements
 Internal memoranda
 Job openings
 Organization announcements
If employees have a message of interest to the workplace, they may submit it to
their Manager for approval. A Manager will post all approved messages.
709 Progressive Discipline
The purpose of this policy is to state Sawmill & Loggers Trail’s position on
administering equitable and consistent discipline for unsatisfactory conduct in the
workplace. The best disciplinary measure is the one that does not have to be enforced
and comes from good leadership and fair supervision at all employment levels.
Sawmill & Loggers Trail’s own best interest lies in ensuring fair treatment of al
employees and in making certain that disciplinary actions are prompt, uniform, and
impartial. The major purpose of any disciplinary action is to correct the problem, prevent
recurrence, and prepare the employee for satisfactory service in the future.
Although employment with Sawmill & Loggers Trail is based on mutual consent
and both the employee and Sawmill & Loggers Trail have the right to terminate
employment at will, with or without cause or advance notice, Sawmill & Loggers Trail
may use progressive discipline at its discretion.
Disciplinary action may call for any of four steps – verbal warning, written
warning, suspension with or without pay, or termination of employment – depending on
the severity of the problem and the number of occurrences. There may be circumstances
when one or more steps are bypassed.
Progressive discipline means that, with respect to most disciplinary problems,
these steps will normally be followed: a first offense may call for a verbal warning; a
next offense may be followed by a written warning; another offense may lead to a
suspension; and still another offense may then lead to termination of employment. If
more that two months have passed since the last disciplinary action, the process will
normally start over.
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Sawmill & Loggers Trail recognizes that there are certain types of employee
problems that are serious enough to justify either a suspension, or, in extreme situations,
termination of employment, without going through the usual progressive discipline steps.
While it is impossible to list every type of behavior that may be deemed a serious
offence, the Employee Conduct and Work Rules policy includes examples of problems
that may result in immediate suspension or termination of employment. However, the
problems listed are not all necessarily serious offenses, but may be examples of
unsatisfactory conduct that will trigger progressive discipline.
By using progressive discipline, we hope that most employee problems can be
corrected at any early stage, benefiting both the employee and Sawmill & Loggers Trail.
710 Problem Resolution
Sawmill & Loggers Trail is committed to providing the best possible working
conditions for it employees. Part of this commitment is encouraging an open and frank
atmosphere in which any problem, complaint, suggestion, or question receives a timely
response from Sawmill & Loggers Trail Management.
Sawmill & Loggers Trail strives to ensure fair and honest treatment of all
employees. Managers and employees are expected to treat each other with mutual
respect. Employees are encouraged to offer positive and constructive criticism.
If employees disagree with established rules of conduct, policies, or practices,
they can express their concern through the problem resolution procedure. No employee
will be penalized, formally or informally, for voicing a complaint with Sawmill &
Loggers Trail in a reasonable, business-like manner, or for using the problem resolution
procedure.
If a situation occurs when employees believe that a condition of employment or a
decision affecting them is unjust or inequitable, they are encouraged to make use of the
following steps. The employee may discontinue the procedure at any step.
1. The employee presents problem to his/her Manager within three calendar days
after incident occurs. If the Manager is unavailable or the employee believes
it would be inappropriate to contact that person, the employee many present
the problem to one of the other Managers.
2. The Manager responds to the problem during discussion or within three
calendar days, after consulting with appropriate management, when necessary.
The Manager documents the discussion.
3. The employee presents the problem to the Club Manager within three days if
the problem is unresolved.
4. The Club Manager reviews and considers the problem. The Club Manager
informs the employee of the decision within five calendar days, and files a
copy of the written response in the employee’s personnel file. The Club
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Manager has full authority to make any adjustment deemed appropriate to
resolve the problem.
Problems, disputes, or claims not resolved through the preceding problem
resolution steps are subject to mediation. Mediation will be conducted under the
Employment Mediation Rules of the American Arbitration Association. Employees who
choose to use mediation to resolve a problem will be expected to share the cost of
mediation with Sawmill & Loggers Trail. A complete description of the mediation
procedures is available from the Club Manager for review.
Not every problem can be resolved to everyone’s total satisfaction, but only
through understanding and discussion of mutual problems can employees and
management develop confidence in each other. This confidence is important to the
operation of an efficient and harmonious work environment, and helps to ensure
everyone’s job security.
711 Dismissal
The services of an employee whose work or conduct is unsatisfactory will be
terminated as outlined in the Guidelines for Conduct Section.
Miscellaneous
801 Life Threatening Illnesses in the Workplace
Employees with life-threatening illnesses, such as cancer, heart disease, and
AIDS, often wish to continue their normal pursuits, including work, to the extent allowed
by their condition. Sawmill & Loggers Trail supports these endeavors as long as the
employee advises his/her Manager of the illness and the employee is able to meet
acceptable safety and performance standards. As in the case of other disabilities,
Sawmill & Loggers Trail will make reasonable accommodations in accordance with all
legal requirements, to allow qualified employees with life-threatening illnesses to
perform the essential functions of their jobs.
Medical information on individual employees is treated confidentially. Sawmill
& Loggers Trail will take reasonable precautions to protect such information form
inappropriate disclosure. Managers and other employees have a responsibility to respect
and maintain the confidentiality or employee medical information. Anyone
inappropriately disclosing such information is subject to disciplinary action, up to and
including termination of employment.
Employees with questions or concerns about life-threatening illnesses are
encouraged to contact their Manager for information and referral to appropriate services
and resources.
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802 Suggestion Program
As employees of Sawmill & Loggers Trail, you have the opportunity to contribute
to our future success and growth by submitting suggestions for practical workimprovement or cost-savings ideas.
All regular employees are eligible to participate in the suggestion program.
However, exempt employees are only eligible to submit suggestions that are beyond the
scope of their assigned duties and areas of responsibility.
A suggestion is an idea that will benefit Sawmill & Loggers Trail by solving a
problem, reducing costs, improving operations or procedures, enhancing customer
service, eliminating waste or spoilage, or making Sawmill & Loggers Trail a better or
safer place to work. Statements of problems without accompanying solutions, or
recommendations concerning co-workers and management are not appropriate
suggestions.
All suggestions should contain a description of the problem or condition to be
improved, a detailed explanation of the solution or improvement, and the reasons why it
should be implemented. If you have questions or need advice about your idea, contact
your Manager for help.
Submit suggestions to your Manager and, after review, he/she will forward it to
the Club Manager for consideration. As soon as possible, you will be notified of the
adoption or rejection of your suggestion.
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Acknowledgement Form
I have read and understand the Sawmill & Loggers Trail Golf Club Employee
Handbook.
I will follow the rules and regulations or be subject to termination in accordance
thereof. I understand that this Employee Handbook represents a brief summary of some
of the more important company policies. Thus, this manual is not all-inclusive. Sawmill
& Loggers Trail Golf Club may modify, suspend, interpret, or cancel any or this entire
handbook with or without notice. Every effort will be made to notify all employees of
any changes. I have the right to end my work relationship with Sawmill & Loggers Trail
Golf Club with or without advanced notice or cause and Sawmill & Loggers Trail Golf
Club has an identical right. Each entity will strive to give adequate notice.
Employee Name (Print)_______________________________________
Employee Signature______________________________ Date___________________
Supervisor Signature______________________________ Date___________________
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