Employee Conduct Policy

As a member of the Snowbird team, you are expected to:

1. Take responsibility for acceptable conduct and behavior.
2. Adhere to acceptable business principles in matters of personal conduct.
3. Exhibit a high degree of personal integrity at all times.

Treat all guests and co-workers alike with courtesy and respect. This not only involves respect for the rights and feelings of others, but also demands that while on Snowbird property whether on-duty or off-duty, you refrain from any behavior that may be offensive or harmful to guests, your co-workers, Snowbird and/or yourself. At all times, you are expected to refrain from any behavior that may be viewed unfavorably by current or potential customers or by the public at large. Whether you are on-duty or off-duty, your conduct reflects on Snowbird. You are expected to observe the highest standards of professionalism and courtesy at all times.

Inappropriate Conduct

Many types of behavior and conduct can be considered inappropriate or offensive at Snowbird. Some common examples of behavior or conduct that Snowbird considers inappropriate are listed below. This list does not identify every type of unacceptable conduct.

You should be aware that conduct not listed below but which adversely affects, or is detrimental to Snowbird’s customers or employees will be considered inappropriate. Inappropriate behavior or conduct will result in disciplinary action.

Furthermore, this list does not alter the at-will relationship between the company and the employee, and accordingly, nothing in this handbook should be construed as a promise of specific treatment in any given situation.

Examples of some inappropriate behavior and conduct:

• Being discourteous to a guest
  
• Falsifying, forging or altering employment records, time cards or reports without authorization
  
• Stealing property from guests, other employees or Snowbird. Theft from Snowbird includes, but is not limited to:
  
• unauthorized removal of property, food or equipment from the place it is normally used or kept;
  
• unauthorized use of property for personal (other than Snowbird’s) purposes;
  
• unauthorized use of scheduled work time for the performance of activities unrelated to the job; and/or
  
• theft of services
  
• Using company property without authorization
  
• Destroying or neglecting company property
  
• Using employee food discounts, lodging or employee ski passes in an unauthorized manner
  
• Violating Snowbird’s Drug and Alcohol Free Work Place Policy. Violation of this policy includes, but is not limited to:
  
• verified positive drug test or a verified positive alcohol test following a random drug test, reasonable cause testing or post-accident testing;
  
• behavior which would be considered prohibited drug- or alcohol-related conduct;
  
• admittance of drug use,
  
• adulteration or substituting a sample or attempting to adulterate or substitute,
  
• a refusal to sign the Employment Drug and Alcohol Testing Consent Form; and/or
  
• refusal to take a drug/alcohol test
  
• Fighting, threatening or using abusive or foul language while on Snowbird property (on or off duty or in contact with guests and staff)
  
• Disobeying ski safety rules and signs, skiing in closed areas, reckless skiing or cutting lift lines
  
• Possessing unauthorized firearms, explosives or other dangerous weapons on Snowbird property
  
• Behaving in an insubordinate manner, which includes:
  
• speaking or acting toward management in an offensive manner;
  
• refusing or failing to obey reasonable instructions given by supervisors or managers
  
• harassing or being discourteous to supervisory staff, fellow employees or guests
  
• Failing to disclose an immediate family member’s employment at Snowbird when applying for a position
  
• Having unresolved conflicts of interest
  
• Failing to conform to corporate or departmental grooming standards
  
• Unexcused or excessive absences
  
• Failing to report to your supervisor before missing a scheduled shift. (Two consecutive No-call/No-shows is considered an automatic resignation.)
  
• Violating health and safety standards which pose a threat to guests or to employees of Snowbird
  
• Releasing confidential or proprietary information without proper authorization
  
• Committing a crime punishable by county, state or federal laws while employed by Snowbird
  
• Failing to meet minimum job expectations
  
• Violating any policies or provisions set forth in this handbook
  
• Failure to follow the Skiers/Riders Responsibility Code
  
• Displaying physical aggression or making threatening gestures or remarks toward any employees, guests, vendors, public officials, or other persons.

Treatment of Others

Snowbird wants you and your co-workers to work in an environment free from harassment and hostility of any kind. Employees and guests should not be subjected to harassment on the basis of race, color, religion, gender, national origin, age or disability. Harassing conduct includes, but is not limited to the following:

Epithets, slurs, negative stereotyping, threatening, intimidating or hostile acts that relate to race, color, religion, gender, national origin, age or disability; written or graphic material displayed in the work environment that denigrates or shows hostility or aversion toward an individual or group because of race, color, religion, gender, national origin, age or disability.

Sexual Harassment

Snowbird will not tolerate sexual harassment in the work place by any person in any form. Such conduct is against the law and company policy. This includes:

• Unwelcome sexual advances, flirtations, innuendoes, or propositions
  
• Any physical or verbal abuse of a sexual nature, such as suggestive comments, patting, pinching or brushing against another body, or sexually oriented kidding
  
• Any graphic and/or verbal comments about an individual’s body
  
• Sexually degrading words used to describe an individual
  
• Foul or obscene language
  
• The display in any work area of sexually suggestive pictures, photographs, jokes, cartoons, calendars or objects

No employee shall threaten or insinuate, either explicitly or implicitly, that an employee’s refusal to submit to any sexual advance will adversely affect the employee’s employment, evaluation, wages, advancement, assigned duties, shifts assigned, or any other condition of employment or opportunities for career advancement.

Any employee who believes he or she has been the subject of harassment or who witnesses harassment should report the matter to Human Resources or the President/COO. All complaints will be addressed immediately. Complaints and the terms of their resolution will be handled in as confidential manner as possible.

Any employee who is found, after appropriate investigation, to have engaged in harassment will be subjected to appropriate disciplinary action, up to and including suspension and/or discharge. Vendors and customers of the company who harass Snowbird employees will be handled on an individual basis to assure that Snowbird’s workplace and its employees are safe from such conduct.

Retaliation

No employee will suffer retaliation or any adverse employment action reporting harassment, discrimination, misconduct, or dishonesty. Any employee, including management, who retaliates against another employee for making a complaint or evidence of inappropriate conduct, will be subject to disciplinary action.

Conflict of Interest

A conflict of interest exists when an employee must choose between serving the company’s best interest or the employee’s best interest, or when an employee’s judgement is compromised by divided loyalties. To protect Snowbird’s interests, all employees must avoid relationships and actions, which could result in a conflict of interest. Employees are required to disclose to their Division Director, Director of Human Resources or the President/COO any potential conflicts of interest. After disclosure is made, the President will determine what steps will be necessary to protect the interests of Snowbird and the employee.

Confidentiality

Employees are encouraged to discuss with their manager or supervisor any issues regarding work performance, pay, or other problems at any time. In addition, employees are welcome to make an appointment with the Human Resources Department to discuss any departmental or personal conflicts. Human Resources will maintain the confidentiality of your discussion, and we request that employees do the same.

Issues of pay, personal conduct and disciplinary actions and investigations are considered to be confidential and should not be discussed with fellow employees other than your manager or Human Resources.

Many areas of the resort have access to confidential or personal information in dealing with co-workers, vendors and/or guests of the resort. Employees at all times are expected to maintain the highest discretion and care in protecting the confidentiality, privacy and security of our guests and fellow employees.

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