Employee Handbook 2018-19 - Bristol Mountain
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2018-19 Employee Handbook
Welcome to Bristol Mountain
Our mission at Bristol Mountain is to provide the best skiing and snowboarding experience for
our guests in a safe and enjoyable environment. To accomplish this, we must all share the same
goal of providing a superior experience, which leaves our guests with great memories that last a
lifetime. As we enter into our 20th year of our Strategic Development Plan we continue to make
improvements to the mountain. This past summer we concentrated on building a new terrain
park on Lower Challenger named the High Point Terrain Park. This included widening Lower
Challenger, installing new air and water mains on Sunset and Lower Challenger along with 35
low energy tower guns. Located at the base of Challenger is a new aerial site that will be utilized
for training and events by the US Ski Team and others.
We are expanding our summer operations completing the 5th season of aerial adventures in our
Aerial Park and the 3rd full season of our guided Canopy Tour which will continue to operate on
weekends throughout the winter months. We also hosted the RPO for a Summer Concert in July
on the Launching Pad slope.
Our Sales and Marketing Department, in concert with the Snowsports School and with the
assistance of all departments, continue to focus their efforts on attracting new skiers and riders
to Bristol. Our Gold VIP program was improved and continues to incorporate a free pair of skis
& bindings for graduates. We have introduced an additional 1st time learn to ski or ride package
for $59.00. Our collective goal is for them to adopt skiing and snowboarding as their winter
activity and become core participants. This season we are also continuing to offer a season long
convenient rental program to our snowsports clubs for only $129.00. Let’s make sure their first
visit is the best it can be.
All of the improvements and programs over the past 55 years would be meaningless without the
commitment and support of our staff. If we are to continue to excel beyond others, we must
accept this challenge as a team. Through our attitude and performance, together we will
continue to succeed in separating ourselves from the rest. This can be accomplished through
strong commitment to our values, good communication, respect for our fellow staff and excellent
customer service. You are our greatest asset! Go above and beyond. Show our guests how
much you care, and remember to greet our guests with a smile.
This handbook outlines our policies; and as a Bristol Mountain staff member, you are expected
to know them. If you have questions, please do not hesitate to ask your supervisor.
I thank you for joining the 2018/19 Bristol Mountain staff and sincerely look forward to meeting
you. Let’s work together to make it a great season for our skiers, riders, and our fellow staff!
Very truly yours,
Daniel P. Fuller
President, General Manager
1We at Bristol Mountain, are guided by the following values. These values describe the
attributes of our organization and our decisions and actions represent these values. We believe
that placing our values into practice creates long-term benefits for our customers, employees,
suppliers, and the communities we serve. We lead by example and are role models for
excellence.
We deliver great Customer Service and Guest Satisfaction …
We are dedicated to delighting our guests and as we listen we attempt to gain a better
understanding of their expectations fostering an atmosphere of mutual respect.
We value Bristol Mountain Employees…
We value all our staff and their contributions. We treat them equitably, fairly and with dignity,
compassion and respect. We are committed to honesty and trust in all relationships. We believe
each employee is an important asset to Bristol Mountain.
We conduct our daily actions with Integrity…
We are each personally accountable for the highest standards of behavior, including honesty and
fairness in all aspects of our work. We fulfill our commitments as responsible citizens and
employees. We strive to provide superior performance and care for Bristol Mountain resources
with the respect they deserve.
We take responsibility for Quality…
We will deliver excellence, and strive for continuous improvement. Each of us is responsible for
the highest quality of job performance. We strive to exceed expectations.
2TABLE OF CONTENTS
PAGE
OUR MOUNTAIN’S PROFILE 1
A WORD ABOUT THESE POLICY STATEMENTS 2
EMPLOYMENT AT WILL 2
EQUAL EMPLOYMENT OPPORTUNITY 2
TALK TO US 3
NON-HARASSMENT 3
COMPANY DISCOUNTS 4, 5, 6
NEW EMPLOYEE ORIENTATION 6
ATTENDANCE AND PUNCTUALITY 6, 7
SEVERE WEATHER 7
THE WORK DAY 7
RECORDING YOUR TIME 7
MEAL TIME 7, 8
OVERTIME 8
COMPANY PAID TAXES 8
PAYDAY 8
CHANGES IN PERSONAL DATA 9
INCORRECT OR LOST PAY 9
DIRECT DEPOSIT 9
PAY ADVANCES 9
PERFORMANCE REVIEWS 9
PAY RAISES 9
PROMOTIONS AND TRANSFERS 9
SHORT TERM DISABILITY 10
FMLA 10
PAID FAMILY LEAVE 11
JURY DUTY 12
MILITARY LEAVE 12
TRAINING/SEMINAR PROGRAMS 12
STANDARDS OF CONDUCT 13
EMPLOYEE ETHICS 14
THEFT AND DISHONESTY 14
WHISTLEBLOWER PROTECTION POLICY 14, 15
APPEARANCE 15
HAIR 15, 16
TATTOOS 16
JEWELRY 16
UNIFORMS 16
NAMETAGS 17
PANTS 17
FOOTWEAR 17
GUEST RELATIONS 17
SPREAD THE WARMTH 17, 18
FREQUENTLY ASKED QUESTIONS 18
3GUEST WITH A PROBLEM 18
TEAM EFFORT AND ATTITUDE 18
INCENTIVE PROGRAM 18,19
IF THE MEDIA CONTACTS US 19
CHILD ABUSE POLICY 19
EMPLOYMENT OF RELATIVES 19
TRAVEL/EXPENSE ACCOUNTS 19
COMPANY VEHICLES 20
PETS AND ANIMALS 20
EMPLOYEE VISITORS 20
TELEPHONES 20
CELL PHONES 21
EMERGENCY CONTACT FOR FAMILY 21
COMPUTER SYSTEMS, E-MAIL & INTERNET ACCESS 21
LUNCH AREA 22
BULLETIN BOARD 22
COMPANY COMMUNICATIONS 22
SMOKING IN THE WORKPLACE 22
DRONES 22
RADIOS & HEAD SETS 22
PARKING 23
SKIING DISCOUNTS AT OTHER SKI AREAS 23
SAFETY IS EVERY PERSON’S JOB 23, 24
ACCIDENT REPORTING 24
HAZARDOUS MATERIAL PROGRAM 24
SECURITY 25
LOCKOUT-TAGOUT 25
CONFINED SPACES 25
EMERGENCY EVACUATION PLAN 25
INJURY ON THE JOB 25, 26
GETTING YOU BACK TO WORK 26
MODIFIED DUTY 26
REPORTING ANY HAZARD OR UNSAFE CONDITION 26
SKIER AWARENESS PROGRAM 26
YOUR RESPONSIBILITY CODE 26
OUTSIDE EMPLOYMENT 27
LAYOFFS 27
THE END OF SKI/RIDE SEASON 27
ANY QUESTIONS? 27
RECEIPT OF EMPLOYEE POLICY STATEMENT 28
FREE SKI/RIDE STATEMENT 28
SAFE SNOW EQUIPMENT 29
HELMET POLICY 29
SEXUAL HARASSMENT POLICY 29
COMPUTER SYSTEMS POLICY STATEMENT 29
4 1200’ vertical – The highest between the Adirondacks/Catskills & the Rockies
Slopes & Trails – 38
TwoTerrain Parks – Shooting Star Progression Park & the High Point Terrain Park
100% Snowmaking
95% lighted trails for night skiing
Longest Run – 2+ miles
Operating Season: Tentative opening date is Thanksgiving, November 22, 2018 with a
tentative closing date of April 7, 2019.
Lifts:
Morning Star Quad Lunar Launch Magic Carpet
Sunset Double Chairlift Comet Express Hi-Speed Quad
Rocket Triple Chairlift Galaxy Express Hi-Speed Quad
LIFT OPERATING HOURS
Early Winter and Spring
November 22, 2018 – December 6, 2018
March 10, 2019 – April 7, 2019
9:00 AM to 4:00 PM
WINTER OPERATIONS
December 7, 2018 – March 9, 2019
Monday –Thursday 9:00 AM – 9:00 PM
Friday: 9:00 AM – 10:00 PM
Saturday: 8:30 AM – 10:00 PM
Sunday: 8:30 AM – 9:00 PM
Christmas Eve: 8:30AM to 4:00 PM
Christmas Day: 12:00 PM to 6:00 PM
Summit Nordic Center: 1.2K Loop with lighted trails & snowmaking and a 1.8K Loop
The Nordic Center will close one hour earlier than regular mountain hours.
Other Bristol Services
Rocket Lodge Lockers
Sunset Lodge National Ski Patrol
Morning Star Café SnowSports School
Bristol Ski & Sport Summit Demo & Nordic Centers
Slope side Lodging Event Center
Tuning Center Fall Sky Rides
Rental Shop Child Care Center
Conferences, Banquets Weddings Lost & Found
5A WORD ABOUT THESE POLICY STATEMENTS
The programs outlined in this booklet should be regarded as guidelines, which in a
growing and developing business will require changing from time to time. Bristol
Mountain retains the right to make decisions involving employment as needed in order
to conduct its daily operations in a manner that has the greatest benefit to its guests,
staff, and to the resort.
These policy statements summarize the current benefit plans maintained by Bristol
Mountain as of the published date of this handbook. Policies are subject to change and
will be updated periodically and maintained within the Human Resource Dept until the
next publication. If any questions arise regarding the interpretation of these plans, the
answers will be determined by reference to the actual plan documents and policies
rather than the summaries contained in these policy statements.
EMPLOYMENT AT WILL
Employment at Bristol Mountain is not for any specific period of time. Employment may
be terminated by either the employee or Bristol Mountain at any time and for any
reason, with or without cause or advance notice. Nothing in this booklet is intended to,
nor should be construed to alter the at-will relationship which Bristol Mountain maintains
with its employees.
EQUAL EMPLOYMENT OPPORTUNITY
Bristol Mountain is committed to the full utilization of all human resources as to a policy
of equal employment opportunity. We follow a course of non-discrimination in all
aspects of employment including but not limited to recruitment, hiring, training,
promotion, compensation, benefits, transfers, discipline, and discontinued employment.
These decisions are made without regard to race, religious creed, color, national origin,
ancestry, physical disability, or medical condition, marital status, sex, sexual preference,
age, veteran status, or any other class, status, or activity recognized by Federal, State,
or local law. All decisions are based only on valid requirements related to the job and
are made in accordance with the principle of equal opportunity.
You may discuss equal employment opportunity-related
questions with the human resources department, the
general manager or any other member of management.
6TALK TO US
We encourage you to bring your questions, suggestions and complaints to our attention.
Careful consideration will be given to each of these in our continuing effort to improve
operations.
If you feel you have a problem, you should present the situation to
your supervisor so that the problem can be settled by examination
and discussion of the facts. We hope that (s)he will be able to
satisfactorily resolve most matters.
If you find that you still have questions after meeting with your
supervisor or that you would like further clarification on the matter,
you may request a meeting with the General Manager and/or the
Human Resource Mgr. They will review the issues and meet
with you to discuss possible solutions.
Your suggestions and comments on any subject are important to us so we encourage
you to take every opportunity to discuss them with us.
NON-HARASSMENT
It is our policy to prohibit harassment of one employee by another employee or
supervisor on any basis including, but not limited to, age, race, color, handicap, national
origin, religion, and/or sex.
While it is not easy to define precisely what harassment means, they certainly include:
slurs
threats
derogatory comments
unwelcome jokes
teasing
sexual advances
requests for sexual favors, and other similar verbal or physical contact.
Any employee who feels that (s)he is a victim of such harassment should immediately
report the matter to Human Resources, the General Manager, or any other member of
management. The company will investigate all such reports as confidentially as
possible. Violations of this policy will not be permitted and may result in disciplinary
action, up to, and including discharge.
Sexual Harassment is against the law in NY State. Our policy is attached to this
handbook. (Further training will be given at a later date.)
7STAFF BENEFITS AND DISCOUNTS
Eligibility for benefits is based on fulfillment of your department’s work schedule.
If you do not work your established hours this season, and return next season,
eligibility of benefits next year will be forfeited.
Some benefits are based on consecutive years of employment.
If you chose to leave your employment at Bristol Mountain and then return at a later
date, your benefits will be based on the most recent start date.
Department Discounts
In order to receive staff benefits an employee ID is required. Please present your ID as it will be
swiped for verification at the “Point of Sales” (Cash Registers) and used to record transactions.
Purchases are to be paid at time of service.
Employee Skiing - Skiing privileges will be incorporated with your employee ID.
(Blackout dates for skiing may occur for employee and
families.)
Lost ID/Pass cards can be reissued for $25 after a one week
waiting period. If you have purchased a pass prior to your
employment offer, you may request a prorated refund based on
the date you picked up the pass.
Skiing privileges for Employee & Family members who purchased through the Employee
Discount program can be rescinded at any time. If you leave employment before the end of
the season, or are unable to fulfill your scheduled shifts, your employee pass and any family
passes you have purchased will be voided.
Employees may purchase a family or student season pass for family members, at a
discount rate starting their second year of employment. Family members should
purchase their pass on line through our store. Information will be given to employees
regarding this from their manager.
After 1 full season of employment (your 2nd consecutive year) – 50% discount
After 2 full seasons of employment (your 3rd consecutive year) – 75% discount
In addition to the Alpine pass, a Nordic Season pass may be purchased following
the same discount schedule.
8Complimentary Mountain Guest Vouchers OR Family discounted passes.
All employees with 3 or more consecutive years of employment will be able to choose
either family pass discounts for their immediate family or complimentary guest
vouchers, according to the chart below, which the employee may give to the person of
their choice. These are redeemed at the Ticket Office and are not for resale. The
employee cannot choose both. If it is determined that this policy was not followed, any
future employment at Bristol Mountain will be terminated.
After 3 years employment (4th year) – 2 (8 hr) cards good for Monday through Friday
After 5 years employment (6th year) – 4 (8 hr) cards good for Monday through Friday
After 10 years employment (11th year) – 8 (8hr) cards good anytime
If you leave employment before the end of the season or are unable to fulfill your
scheduled shifts, all vouchers that were issued to you will be voided.
Discounted family passes and/or complimentary vouchers are our way of saying thanks
for your consecutive long-term employment at Bristol Mountain.
Monday through Friday cards may be used on weekends for an additional $20 upgrade
at the Ticket Office.
Employee Rental Equipment - Seasonal employees receive a 50% discount off ski or
snowboard equipment rentals when available. Rentals can be purchased through the
ticket window upon presentation of your Employee ID. Also applies to Nordic
Equipment.
Family Rental Equipment - Based on availability, immediate family members (spouse &
children) of any employee may rent ski or snowboard
equipment at a 50% discount. The employee, with ID,
must be present at the ticket window at the time of
purchase. Also applies to Nordic Equipment.
Demo Center Equip Rental-20%Discount Employee only.
Lessons - No charge for employees when lessons are
available. Also applies to Nordic Lessons.
Lessons for Immediate family members (spouse, children) are entitled to a 20%
discount off of the regular rate. Check for availability and obtain a lesson ticket in the
ticket center. With advance notice, clinics for any departments are available.
Arrangements may be made with the snowsports school director. Also applies to
Nordic lessons.
9Multi Lesson Programs (brigades, camps, freestyle programs) – 20% discount for employees
and immediate family members (spouse, children). Registration is limited to availability.
No discount will be applied to late registrations after the deadline.
Bristol Ski & Sport – Employee receives 20% off full priced purchases. (Not Sale Items)
Professional equipment discounts are also available (see the Ski Shop manager).
Child Care Center/Skier Babysitting – 20% discount for natural or adopted
children. Certain limitations for eligibility apply. Children must be 18
months or older.
Rocket Lodge, Sunset Lodge, Morning Star Café (Summit Grill is Excluded)
20% discount on food and beverage purchases (bar excluded).
Employee must be present at time of purchase.
Daily Employee Specials - Employee only while on the clock.
Tuning Center – 20% Discount on employee’s equipment.
Remember your ID’s. Your ID must be swiped to receive benefits.
ABUSE OF THESE BENEFITS CAN RESULT IN DISCIPLINE OR TERMINATION.
NEW EMPLOYEE ORIENTATION
Upon joining our company, you will be given a copy of our policy statements and asked
to complete personnel, payroll and benefit forms. An employee ID will be processed
upon completion of your payroll forms:
Employment Application
NY State Wage Acknowledgement
W-4
Citizenship Verification (I-9)
Handbook “Receipt of Employee Policy Statement”
Working Papers, if necessary.
IT Manual
ATTENDANCE AND PUNCTUALITY
Arrive to work alert and on time. Attendance and punctuality are important factors for
your success within our company. We work together as a team, and this requires that
each person be in the right place at the right time.
If you are going to be late for work or absent, you must notify your supervisor as soon
as possible but within one hour of the start of your shift.
If you are absent for three days without notifying the company, it is assumed that you
have abandoned your position, and your employment will be terminated.
10All time off including vacation, requires prior management approval.
SEVERE WEATHER
Severe weather is to be expected during the winter months. If you are uncertain
whether the Mountain is open for business, you may call your supervisor/manger or
check our web site for further information.
Although driving may at times be difficult, when caution is exercised, the roads are
normally passable. Except in cases of severe storms, we are all expected to work our
regular hours and should allow more time for travel. Time taken off due to poor weather
conditions is unpaid.
THE WORK DAY
The hours and days employees of the seasonal ski industry can work are subject to
fluctuations beyond the control of employers. The length of your shift may be adjusted
depending on conditions beyond our control.
Bristol Mountain has very few “on the clock” positions that involve skiing or riding. With
exceptions from the Snowsports School Director, activities DO NOT include jumping,
use of the terrain parks, rails, the mogul fields, or the race courses.
RECORDING YOUR TIME
You are required to maintain an accurate record of all
time worked.
Hourly employees must record their hours on a time
clock. The hand punch clock is to be used at the
beginning and end of your shift. Your supervisor will tell
you what time to start your shift. If need be, we will adjust
the times of anyone who punches in too early or stays on
the clock after their shift is over and you are not working.
According to Federal regulations, it is a Federal offense to falsify or tamper with your
own or another employee’s time.
Some departments also require a sign in/sign out sheet to maintain an accurate record
of our employee’s whereabouts.
MEALTIME
A 30-minute, unpaid meal break should be taken each
day if you work 5 hours or more. Your supervisor is
responsible for approving the scheduling of this time.
11There is an automatic 30 minute meal time deduction for shifts longer than five hours
worked and one full hour deduction for shifts longer than 12 hours worked.
Please alert your supervisor if you worked through lunch so you may be paid
accordingly. This should be on an exception basis as you are expected to take your
meal break.
OVERTIME
There may be times when you need to work overtime so that we may successfully meet
the needs of our guests. All overtime must be approved in advance by your supervisor.
Your first 40 hours during the week period will be paid at your hourly rate. Any hours
worked over 40 hours in one week will be paid at $15.60 with an increase to $16.65 per
hour effective 12/31/2018, or your regular hourly rate, whichever is higher.
Only actual hours worked count towards computing weekly overtime. Actual hours
worked do not include holidays or any other paid benefit days.
COMPANY PAID TAXES
In addition to your base wage taxes, we also pay taxes to state and federal agencies,
which are based on your gross payroll amount. Bristol Mountain pays:
NYS and Federal Unemployment Insurance
Employer’s portion of Social Security and Medicare
Workers’ Compensation
Employer’s portion of NYS Disability.
PAYDAY
Paychecks are mailed to your address on the Thursday
before the Friday payday. Paychecks are for the period,
which has ended on the previous Sunday.
(The work week starts on Monday and ends on Sunday)
Since the US Mail is now taking longer to deliver, please
consider using direct deposit.
When our payday is a holiday, you normally will be paid on the last working day before
the holiday.
CASH YOUR PAYCHECKS ON A REGULAR BASIS!
12CHANGES IN PERSONAL DATA
Please help us maintain correct files with any changes to your name, address,
telephone number, marital status, tax status, or other relevant information.
Your personnel files are maintained by the Personnel Department and are confidential
to respect your privacy.
INCORRECT OR LOST PAY
If an error occurs in your paycheck, please review it with your supervisor. If your
paycheck is lost or destroyed, contact the Personnel Department immediately.
DIRECT DEPOSIT
Automatic deposit is available to all employees. To set this up we will need a voided
check or form from your bank that has your routing number and account number listed.
There is an authorization form to be filled out as well. Please stop in the personnel
office for this information. Be sure to update the payroll department with any bank
changes before the start of a new season or your first day back. If your paycheck
is deposited into a closed account there is a long delay before it is re-issued due
to the research involved. The employee will be responsible for all bank charges.
PAY ADVANCES
There are no payroll advances.
PERFORMANCE REVIEWS
Your performance is important to Bristol Mountain. Once a year, at the conclusion of
the operating season your supervisor will evaluate your performance for the season.
That review will determine eligibility for future employment.
PAY RAISES
Depending on your performance review and our company’s profitability, adjustments in
your pay may be made when there has been an improvement in or sustainment of an
already good performance during the review period.
PROMOTIONS AND TRANSFERS
We believe that career advancement is rewarding for both the employee and our
company. Whenever possible, we will promote qualified employees to new or vacated
positions. In addition, your supervisor is available to discuss transfer opportunities with
you.
Job openings may be posted in-house. If you are interested in applying for one of these
positions, you should notify your supervisor.
13SHORT TERM DISABILITY
All employees are eligible for short-term disability insurance after four consecutive
weeks of full time employment or 25 days of regular part time employment. This
insurance is designed to provide income for you when you are absent from work for
more than seven calendar days due to non-occupational illness, injury, or pregnancy-
related disability.
The benefits are calculated as a percentage of salary, up to a maximum of $170 each
week, for 26 weeks or less.
The cost of this insurance is shared between the company and the employee.
Please provide us with written notice including a doctor’s certificate stating the nature of
the disability and the expected date of return to work. Disability insurance information
may be obtained from the Personnel Department.
FT-Year Round Employees: We will continue to
provide medical insurance coverage for employees
on authorized disability leave for the first two months
of disability. The employee is required to pay their
weekly portion of the medical insurance premium.
Also, when the above period expires, you may
continue your medical insurance coverage by
making arrangements with the personnel department to pay the monthly premium in
advance each month at the current group rate.
You must inform us when you are able to return to work. Upon return, you must bring a
doctor’s certificate stating that you are physically able to return to your normal duties.
We reserve the right to require a physical examination by a physician of your own
choosing prior to your resumption of duties.
We will make reasonable efforts to return you to the same or similar job as held prior to
the leave of absence, subject to our staffing and business requirements. Your
continued absence from work beyond your disability, as determined by your physician,
will be deemed a voluntary termination of your employment. Information regarding
COBRA will be sent to you at that time.
FEDERAL FAMILY & MEDICAL LEAVE ACT (FMLA)
FMLA is an unpaid protected leave up to 12 weeks. This can be for your own health
condition which causes you to miss work or to care for a family member.
To see if you qualify and/or for more information, please contact the HR Manager.
14NEW YORK STATE PAID FAMILY LEAVE (PFL)
Beginning January 1, 2018, Paid Family Leave (PFL) will provide paid time off so an employee can:
• Bond with a newly born, adopted or fostered child,
• Care for a family member with a serious health condition, or
• Assist loved ones when a family member is deployed abroad on active military duty.
Additional Protections:
• Employees have a right to return to their same or comparable job upon return from PFL.
• Year Round Employees are guaranteed continued health insurance while on leave. Employees
will be required to continue to pay their health insurance premium contributions.
• While on leave during one of our paid holidays, the employee will receive that pay as normal.
Eligibility:
• Employees with a regular work schedule of 20 or more hours per week are eligible after working
26 consecutive work weeks prior to the first day the leave begins.
• An employee whose regular employment schedule is less than 20 hours per week will become
eligible to take PFL after working 175 days prior to the first day the leave begins.
Benefits:
Benefits will be phased in over four years per the chart below:
(AWW – Average Weekly Wage) (SAWW – State Average Weekly Wage currently $1,305.92)
Year Weeks of Leave Benefit
2018 8 weeks 50% of employee’s AWW, up to 50% of SAWW
2019 10 weeks 55% of employee’s AWW, up to 55% of SAWW
2020 10 weeks 60% of employee’s AWW, up to 60% of SAWW
2021 12 weeks 67% of employee’s AWW, up to 67% of SAWW
**FUNDING- Paid family leave is funded through employee payroll contributions that are set each
year to match the cost of coverage. The rate of employee contributions is reviewed annually, and is
subject to change by New York State’s Department of Financial Services.
How to Apply
1. Employee notifies employer 30 days prior to leave, when practical.
2. Employee fills out a claim form according to employer instructions. Claim forms are available
through employer, insurance carrier, or ny.gov/paidfamilyleave.
3. Employer has three days to complete information on the form and return it to the employee.
4. Employee obtains supporting documentation for leave (i.e. birth certificate, military deployment
certification, etc.)
5. Employee submits claim form and supporting documentation to insurance carrier.
Insurance carrier must pay or deny a claim within 18 days of receipt of the completed claim.
Waivers
While employees generally cannot waive their PFL rights prospectively, the proposed regulations would
allow an employee whose regular work schedule is less than 26 weeks (or 175 days) in a 52-consecutive
week period to file a waiver of PFL benefits. As long as the waiver remains in effect, it will exempt the
employee from making payroll contributions and the employer from providing the employee PFL
benefits.
15JURY DUTY
Employees who are summoned for jury duty will be paid $40.00
each day for the first three days. Thereafter, you will be granted an
unpaid leave of absence in order to serve.
You should make arrangements with your supervisor as soon as you
receive your summons. In fairness to our company, you are
expected to return to your job if you are excused from jury duty
during your regular working hours. A copy of your summons needs
to be submitted to personnel.
MILITARY LEAVE
Employees who are required to serve in any branch
of the Armed Forces of the United States will be
given the necessary time off without pay.
TRAINING/SEMINAR PROGRAMS
To encourage professional development, our company offers training/seminar programs
at various times to eligible employees. For further information, please contact your
supervisor.
16STANDARDS OF CONDUCT
We care how people are treated at Bristol Mountain. Treating guests and co-workers in
a manner that is pleasant, courteous, friendly, and professional is very important.
Remember that your conduct reflects on Bristol Mountain and each time you come in
contact with a guest, you are seen as a team member of Bristol Mountain.
The following is a partial list of some of the unacceptable behaviors that require
discipline and/or termination and/or prosecution:
Falsification of or omission of information on forms, records, or reports,
including employment application
Frequent absenteeism
Frequent Tardiness
Problems with competence in performance of assigned duties
Cell phone usage while on company time that is not company related
Dishonesty, theft and/or fraud
Unauthorized possession or removal of
company property, records, or materials
Disclosing company confidential information
Actual or threatened physical violence towards
anyone, including verbal threats
Possessing firearms or bringing alcohol or
illegal drugs or chemicals on Company property
Use of alcohol or unlawful drugs while on duty
or while operating a company owned or leased
vehicle
Insubordination or refusing to follow a supervisor’s directions. Disrespect
to a supervisor
Sleeping on duty
Leaving one’s department, workstation, or the company property without
approval prior to the end of a scheduled work shift
Unsatisfactory performance or use of poor judgement
Violating safety or health rules or engaging in conduct that creates a safety
or health hazard
Negligent operation of company equipment
Rude behavior to our guests or other employees
Disobeying on-mountain rules and regulations
Misuse of employee benefits
Smoking in non-smoking areas
Disobeyance of company grooming policies such as uniform, hair and
jewelry standards
Sexual harassment / harassment of anyone
Swearing and cursing
Use of Drones anywhere on Bristol Mountain property
17EMPLOYEE ETHICS
While working for Bristol Mountain employees may not be employed or volunteer for a
direct competitor. Any information obtained related to your position at Bristol Mountain
must remain confidential and may not be shared during your current or post-
employment. Profiting from, or enabling others to profit from, inside information
regarding company contracts, purchasing, promoting etc. will be grounds for
termination/ and or prosecution. Any questions regarding this policy, please contact the
Human Resources Department.
THEFT AND DISHONESTY
We will not tolerate theft or misappropriation of Company, employee or guest property.
Honesty is expected and if you know of or witness an employee participating in
dishonest behavior, please notify your supervisor immediately and we will do our best to
maintain confidentiality. If it appears that a violation of the law has occurred, law
enforcement authorities will be notified and you are expected to cooperate completely
with the investigation.
Bristol Mountain reserves the right to require employees, while on duty or on the
property, including the parking lot, to agree to inspections of their vehicles,
lockers, desks, file cabinets, handbags, or their personal property, when
necessary for business or security reasons.
An employee’s refusal to consent to such an
inspection or cooperate in an investigation
conducted under this policy, is grounds for
discipline, up to and including termination.
Bristol Mountain property includes without
limitation, uniforms, tools, food, and beverages,
written material, office supplies, and more. In the
event of theft of such company property, the
responsible employee will face prosecution and
disciplinary action, up to, and including termination.
Remember that the employment relationship is at
the will of both Bristol Mountain and the employee.
Employment can be terminated by either party, with or without cause and with or without
notice at any time.
WHISTLEBLOWER PROTECTION POLICY
Bristol Mountain requires managers, supervisors, and employees to observe high
standards of business and personal ethics in the conduct of their duties and
18responsibilities. As employees and representatives of Bristol Mountain, we must
perform our responsibilities demonstrating the highest integrity and comply with all
applicable laws and regulations.
Reporting Responsibility: This Whistleblower Policy is intended to encourage and
enable employees and others to raise serious concerns internally so that Bristol
Mountain can address and correct inappropriate conduct and actions. It is the
responsibility of all employees and volunteers to report concerns about violations of
Bristol Mountain’s code of ethics or suspected violations of law or regulations that
govern Bristol Mountain’s operations.
No Retaliation: It is contrary to the values of Bristol Mountain for anyone to retaliate
against any employee or volunteer who in good faith reports an ethics violation, or a
suspected violation of law, such as a complaint of discrimination, or suspected fraud, or
suspected violation of any regulation governing the operations of Bristol Mountain. An
employee who retaliates against someone who has reported a violation in good faith is
subject to discipline up to and including termination of employment. Should an
employee be aware of such violations and chooses not to bring it to the attention of
management or make allegations that are not substantiated and prove to have been
made maliciously or knowingly to be false, will be viewed as a serious disciplinary
offense.
Reporting Procedure: Bristol Mountain has an open door policy and suggests that
employees share their concerns or complaints with their supervisor. If you are not
comfortable speaking with your supervisor or you are not satisfied with your supervisor’s
response, you are encouraged to speak with the Human Resource Manager and or
General Manager. Supervisors/Managers are required to report complaints or concerns
about suspected ethical and legal violations in writing to the Human Resource Manager
or General Manager who then has the responsibility to investigate the complaint.
APPEARANCE
All employees represent Bristol Mountain. Your neat
appearance, whether on the hill or in the lodge, reflects the
image of Bristol Mountain and yourself. Good personal hygiene
must be practiced daily.
Some departments may have a more restrictive appearance
policy and your supervisor will advise you on any differences that pertain to your job
position.
HAIR
Please remain clean-shaven. The operating season is not the
time to start a beard or mustache. Existing beards must be
well trimmed and 1” to 2” in length. Please trim mustaches to
no longer than the corners of the mouth.
19Men’s head hair should be kept well trimmed and no longer than collar length. If your
hair is longer than shoulder length, it must be tied back.
Both men’s and women’s hair must be kept neat and clean at all times. Hair may not
reveal unnatural hair colors (including orange, purple, green or blue) or extreme styles
such as trendy shaves, mohawks, spiked, dreadlock or matted styles.
For safety or health reasons, some departments will require your hair to be tied back or
up.
TATTOOS
No offensive tattoos may be visible at any time. Bristol Mountain Management reserves
the right to define “offensive” should the situation arise.
JEWELRY
Earrings may be worn only in the earlobe with one stud per ear or one hoop earring (no
larger than the size of a dime) per ear. Ears cannot be gauged. Female staff may wear
one nose piercing if it is a very tiny stud and flush with the skin. No nose rings. All other
facial and tongue piercing jewelry must be removed. Modest bracelets, necklaces,
rings, and watches are acceptable. Gaudy or dirty string jewelry is not allowed. Some
departments may have more restrictions for safety reasons and will instruct you about
those restrictions. Management reserves the right to make changes to this policy at any
time.
UNIFORMS
Departments have different uniform requirements and the frequency that they must be
worn. Daily, weekends, holidays, or special events may require employees with
customer contact to wear specific uniform items. Your supervisor will distribute the
appropriate uniform items for your use and discuss other uniform restrictions.
If uniforms are provided, they are to be worn during
working hours only. All uniforms and accessories issued
by our company must be kept neat and clean at all times
and returned in good, clean condition upon termination of
your employment or as requested by the supervisor at
season end.
Bristol uniform jackets may not be worn off of the premises.
Only Snowsports School uniform jackets show access to the lifts.
Sunglasses are not appropriate inside the Bristol Mountain buildings. Clothing should
not have offensive artwork or writing.
20NAMETAGS
If you have customer contact, please wear your employee ID at all times while on duty
at Bristol Mountain. Only your correct name may be placed on your ID.
ID’s are not to be worn off the premises, to social events, or the Bristol Mountain
Satellite Lounge.
PANTS
For indoor positions, your pant’s waist size and length must not be more than one size
larger than your waist and length measurements. Very tight pants, as well as other tight
clothing are not appropriate to wear to work. Pants, as all of your clothes, need to be
clean and in good repair. Wallet chains are not allowed. Department Managers will give
you specifics on what their particular department wears.
Uniform pants will be issued for some outdoor positions. Other outdoor positions, such
as Snowsports School, have specific pant requirements, which will be explained to you.
FOOTWEAR
Please wear proper footwear for the season. Slip resistant soles on your shoes or
boots are necessary for safe, outdoor walking during the winter.
GUEST RELATIONS
Customer Service is every employee’s job.
Bristol Mountain’s goal is to provide great service and great
value. Our reputation has been built on this motto and
requires the active participation of every employee.
Our guests expect quick, friendly service. Exceed their
expectations at every opportunity!
SPREAD THE WARMTH
A New Perspective on Customer Service
The Bristol Mountain team has worked diligently for many years making improvements
to the mountain by installing new lifts, expanding trails, as well as snowmaking and
grooming advancements. Today, Bristol Mountain is known for our great snow sports
experience.
Every season, we train our employees on the importance of providing great customer
service in a professional and friendly fashion. This season, we would like to take our
customer service to a higher level, above and beyond the standards of friendly,
professional service.
21We would like all our employees to join forces to ‘Spread the Warmth’. This simply
entails reaching out to one customer during your day with a kind gesture outside of the
norm. Look around you… seek out a guest who needs help, then offer it! They could
be in need of directions, or help with an armful of equipment, or assistance putting on a
pair of boots. The impact could be just another way in which we distinguish Bristol
Mountain from other resorts.
FREQUENTLY ASKED QUESTIONS
Know the answers to our customers most frequently asked questions. Depending on
where you work, be familiar with and anticipate these questions:
Where is the restroom?
Where is First Aid?
Where are lessons?
Equipment Rental?
Where are the lockers?
Where is Lost & Found?
A GUEST WITH A PROBLEM?
If you encounter a dissatisfied customer please:
1. Listen to the complaint
2. Thank the guest for bringing it to your attention
3. Empathize with them
4. Look them in the eye and show you truly care
5. Refer the customer to Guest Services.
TEAM EFFORT AND ATTITUDE
You are important. As a new team member at Bristol
Mountain, you are one of our most important assets.
Remember that your conduct reflects on Bristol Mountain both
at work and in the community. Each time you come in contact
with a guest or co-worker, you are seen as a team member of
Bristol Mountain.
INCENTIVE PROGRAM
This program is directly tied into Bristol Mountain’s values and expectations. We like to
recognize exceptional employees in these areas:
22 Excellent Performance
Punctuality
Productivity
Customer Service
Team Effort
Work Safety
IF THE MEDIA CONTACTS US
Please do not answer questions directed from the media. All media telephone calls or
visits should be referred to the Administration Office.
CHILD ABUSE POLICY
Bristol Mountain recognizes today’s need for a child abuse policy to inform and protect
its employees, guests, and the children serviced here. Training is mandatory for
departments working closely with children. The policy and additional information is
available through your supervisor.
EMPLOYMENT OF RELATIVES AND UNMARRIED PARTNERS
Close relatives, unmarried partners and members of the same household cannot be
employed in positions where one has supervisory responsibility for the other or makes
employment decisions pertaining to the other. Close relatives are defined as the
employee's spouse, parents, parents-in-law, grandparents, brothers, sisters, brothers-
or sisters-in-law, sons- or daughters-in law, uncles, aunts, nieces, nephews, children, or
grandchildren.
Requests for exceptions to this policy must be approved by the General Manager and
submitted with written justification to Human Resource Department.
TRAVEL/EXPENSE ACCOUNTS
The company will reimburse employees for reasonable expenses incurred through
business travel or entertainment. The following business expenses will be reimbursed
upon the completion and approval of the Personnel Travel Expense form accompanied
with the appropriate receipts:
Travel Expense
Automobile/Mileage
Lodging
Tips
Business Meals (in accordance with our per diem rates—room service and alcohol
purchases excluded)
Please see your supervisor for the Travel Expense Policy prior to incurring any travel
expenses.
23COMPANY VEHICLES
Operators of company vehicles are responsible for the safe operation and cleanliness of
the vehicle. Department of Motor Vehicle checks will be mandatory for those positions
that require an employee to drive on company time or operate company vehicles.
Accidents involving a company vehicle must be reported to your supervisor and the
General Manager immediately.
Employees are responsible for any violations and
fines which may result when operating a company
vehicle.
Company vehicles may only be used for job-related
travel.
The use of seat belts is mandatory for operators and
passengers of company vehicles.
No personal vehicle repair work will be allowed in the vehicle maintenance shop.
PETS AND ANIMALS
Bristol Mountain does not allow animals on the property with the
exception of service animals. This includes our parking lots, so
please leave your pets at home.
EMPLOYEE VISITORS
Employees are not permitted to have unauthorized persons (including children,
relatives, visitors, or friends) at their workstations. It is distracting to co-workers and
takes away from the job you were hired to do.
TELEPHONES
Telephones are for company use. Although the occasional use of
the company’s telephones for a personal emergency may be
necessary, routine personal calls are not allowed. The
forwarding of calls or messages for employees will only be taken in
extreme emergency situations. We ask that all telephones be
properly used and answered in a friendly manner. You may be the
first encounter a customer has with Bristol Mountain!
24CELL PHONES – ZERO TOLERANCE
The cell phone policy in the past has been ignored by many. For this reason, we are
going to be very specific about the use of cell phones while working at Bristol Mountain.
If you do not adhere to this policy, your employment will be terminated.
Cell phones will not be permitted unless you have authorization by management to use
in conducting day to day business or you are on personal time such as lunch/dinner
break. Absolutely no cell phones will be used while engaging with or in view of a guest
in the following departments:
Guest Services
Rental Shop
Snowsports while teaching unless there is an emergency in a class
Children’s Learning center in view of guests
Lodge Cashiers, Bussers/dishwashers, Cooks, Chefs, Bartenders
Retail Store
Lift Attendants/Ticket Checkers
Day Care
Summit Center
Tuning
Morning Star Café
EMERGENCY CONTACT NUMBER
Family members should call guest services at 585-374-1122 should an emergency
arise. Guest Services will notify the department manager or MOD who will contact the
employee and make arrangements for that employee to call home.
COMPUTER SYSTEMS
Computers and the appropriate software applications serve as a business tool provided
for the sole purpose of performing job requirements. Deployment of hardware and
installation of software applications is performed by the Systems Department. Internet
access and email communication is provided to those who require these services to
perform company business and may not be used for personal use. Employees are
prohibited from downloading and installing software from the internet, including but not
limited to, instant messaging, games, and all other free downloads. Employees may not
tamper or alter display settings, screen savers, passwords, or other preconfigured
settings. Playing computer games is prohibited. The reproduction of company-
licensed software applications is prohibited. Bristol Mountain documents and data may
not be removed from company-owned hardware for use offsite or on personal
computers. Violations or misuse of these policies will lead to the restriction or removal
of these resources, disciplinary action, and termination.
25LUNCH AREA
Some departments have a lunch area available for your use. Please consult your
supervisor. Please refrain from eating or snacking at your workstation if your
workstation is in view of our customers.
Although general custodial care is provided by the company, you are expected to clean
up after eating in this area. Please keep it clean for the next person’s use.
BULLETIN BOARD
Information of interest and importance to you is regularly posted on each department’s
bulletin board. We suggest that you look at it regularly to keep up with what is
happening. Each bulletin board is for administrative use only, and employees may not
post or remove any information from it.
COMPANY COMMUNICATIONS
All Bristol Mountain memos and flyers must be pre-approved by management before
distribution
SMOKING IN THE WORKPLACE
Whether you smoke or not, let’s work together to
reinforce a healthy and clean environment at Bristol
Mountain. Smoking or other use of tobacco or tobacco-
like products including “vaping” with E-cigarettes etc. is
prohibited inside any building or out in view of our guests.
This includes anywhere outside Rocket Lodge and
Sunset Lodge, the Event Center & Guest Services. You
may smoke if you are on your meal break in your car.
Employees are not entitled to additional break time for
smoking. Please do not wear your uniform while smoking
as the smoke odor lingers on your clothes. Use another jacket.
DRONES
Out of safety concerns for guests, employees, & resort property, as well as concerns for
individual privacy, the use of drones anywhere on Bristol Mountain property is
prohibited.
RADIOS AND HEADSETS
Employees are not permitted to use portable headsets of any
kind while on the job. Any radio in use is by permission of your
supervisor, must not be audible to our guests and must not
interfere with your ability to perform your job function.
Televisions are not permitted at your workstation.
26PARKING
As a convenience for our guests, please use the distant parking areas. Bristol Mountain
is not responsible for loss, damage, or theft of your vehicle or any articles contained
inside. We suggest you lock your car doors and keep any valuable merchandise at
home.
SKIING DISCOUNTS AT OTHER SKI AREAS
Many resorts offer discounts on their lift tickets for
employees in the ski industry. We will be happy to
provide you with a Letter of Introduction prior to your
trip. It is important that you contact the resort you
wish to visit and determine that area’s specific
requirements, as policies differ from area to area.
If you would like a Letter of Introduction after contacting the resort, please request it
from your supervisor one week before your trip. Letters are issued in the Personnel
Department and will be given to your supervisor upon completion.
SAFETY IS EVERY PERSON’S JOB
Bristol Mountain has a safety program designed to reduce accidents, injuries, and
property damage to both our employees and our guests. The health and safety of both
our employees and our guests is our primary concern.
It is our intention that the mechanical and physical facilities are maintained at the
highest possible standards and that all proper methods and instructions are followed.
The urgency of task completion cannot be at the sacrifice of your safety and welfare.
It is expected that every employee will set the example for both our guests and other
employees by strict compliance with good safety practices. All employees must accept
this responsibility.
Safety rules are strictly enforced. All employees have a responsibility to themselves,
their co-workers, and Bristol Mountain to prevent accidents. Employees who jeopardize
their own safety or that of other employees or who fail to observe any of the following
safety rules are subject to disciplinary action up to and including immediate termination.
Please report any unsafe or hazardous condition to your supervisor immediately.
Under no circumstances should repairs be attempted by anyone other than
authorized maintenance personnel. It is your responsibility not to operate faulty
equipment.
Report any accidents involving yourself or our customers to your supervisor
immediately.
27 Please do not subject yourself to strain by using improper lifting methods or by
trying to lift or carry too heavy of a load.
Ask co-worker’s to help lift large or bulky objects.
For transferring heavy items between buildings call Guest Services at extension
1122 to contact the Maintenance Department, via radio, to request the Kubota.
Avoid awkward positions when bending or stooping.
Correct lifting procedures are (a) bend your knees;
(b) keep your back straight; and (c) lift with your legs.
Please do not leave any obstruction, including
clothing, on the floor. General housekeeping is each
employee’s responsibility.
Do not climb onto or into any shelving fixtures.
Do not block any exit or electrical panel.
Please walk and do not run.
Please beware of icy conditions and use the
provided ice melting agent whenever necessary.
Be attentive while walking; focus on what’s underfoot, inside and out.
Wear appropriate footwear – see page 14.
ACCIDENT REPORTING
If you witness an accident notify Ski Patrol at extension 1178.
If you are the first to the scene of a skiing or snowboarding related incident, stay at the
scene, and have another guest notify a lift operator or a ski patroller. Cross skis well
above the injured person and do not attempt to move the person especially if they
complain of neck or back pain. Assure the person that help is on the way, try to keep
them warm, and stand by to assist if necessary.
On occasion, you will be asked to help fill out an incident or witness report. We must
have total cooperation in completing these reports as soon as possible. This is a job
requirement and it is very important.
Do not, for any reason, give anyone any information regarding any incident or
accident, payment of medical bills, damage to clothing, promises to pay or admittance
of any type of responsibility. If people approach you asking questions about any
incident, please refer them to the General Manager. Please do not provide any
information about any incident to anyone.
HAZARDOUS MATERIAL PROGRAM
Employees are trained in the safe use of chemical
products. There are jobs that require the use of solvents,
cleaning agents, and other chemicals that may be
hazardous. The general rule is to ask your supervisor or
consult your departmental Material Safety Data Sheets
binder regarding any questions you may have about a
substance, chemical, or material you may be using, prior to
using it.
28SECURITY
Security cameras have been activated throughout the base area buildings inside and
outside for your safety as well as all of our guests.
LOCKOUT-TAGOUT
BE AWARE OF …
Lockout-Tagout (LOTO) is a safety procedure which guard’s employees against any power source
hazard when machinery is being maintained or repaired. If an employee see’s this type of tag, DO NOT
TOUCH, wait until the tag has been removed by trained personnel.
CONFINED SPACES
Confined Spaces are areas that are accessed only by qualified, trained employees. If you see a
sign similar to the one shown or stenciling saying “Confined Space – Do Not Enter”, for your
own protection, DO NOT ENTER.
EMERGENCY EVACUATION PLAN
In the case of an emergency, employees should follow direction from their immediate supervisor as the
emergency may not pertain to them. If employees are told to evacuate their building, proceed to the
nearest available and safe exit and leave the building. The following is a list of designated gathering
points:
Sunset Lodge: Kiosk area Guest Services: Kiosk area
Rocket Lodge: Kiosk area Maintenance/Lift: Maintenance Parking Lot
Administration: Kiosk area Compressor Bldg: Compressor Parking Lot
Rental: Kiosk area
All fires must be called in to the fire department (911) immediately, giving the following information: 1)
Bristol Mountain, 2) location of the fire (front or back of which building), 3) type of fire (what’s burning).
If an employee helps by using a fire extinguisher please understand it is on a voluntary basis only.
INJURY ON THE JOB
If you are injured on the job, no matter how slightly, report the incident immediately to
your supervisor and proceed to the first aid facility. You must also contact the
Administration Department at extension 1127 within three days to file a complete
report.
We ask for your assistance in alerting your supervisor to any condition, which could lead
or contribute to an employee accident. Any information on “almost” accidents or
29accidents not involving personal injury needs to be brought to the attention of your
supervisor.
On the job injuries are covered by our Workers Compensation Insurance Policy
provided at no cost to you.
GETTING YOU BACK TO WORK
If your injury is not serious and you do not require further medical attention, you may
return to your job. If the injury involves lost work days, you will need to have a doctor’s
release prior to starting work again. Failure to keep your manager advised of your
condition on a regular basis and anticipated date of return could result in termination of
your position.
MODIFIED DUTY
In some cases, you may be released to modified work duty. At Bristol Mountain, we
almost always have modified duty available for employees injured on the job. If you
refuse this work, you risk losing your temporary disability payments. Please work
closely with your supervisor to best work within your capabilities.
REPORTING ANY HAZARD OR UNSAFE CONDITION
Each employee is responsible for informing his or her supervisor immediately of any
hazard or unsafe condition in the workplace. Employees may also report such
conditions to the Personnel Department, or the General Manager.
SKIER AWARENESS PROGRAM
Bristol Mountain has a Skier Awareness Program that involves every employee and
guest. Employees play an important role in the program through example, enforcement
of skier responsibilities, and by education of our guests.
When you are skiing or riding, (especially while wearing a uniform or
an employee season pass) you become a role model for the public.
A professional skier or snowboarder is recognized and emulated.
Engaging in behavior that is contrary to our values defeats our
efforts. It could also cause you to lose your skiing privileges.
YOUR RESPONSIBILITY CODE
This is a partial list – be safety conscious.
Always stay in control and able to stop or avoid other people or objects.
People ahead of you have the right of way. It is your responsibility to avoid them.
You must not stop where you obstruct a trail or are not visible from above.
Whenever starting downhill or merging into a trail, look uphill and yield to others.
Observe all posted signs and warnings. Keep off closed trails and out of closed
areas.
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