Pacific Ranch Bed & Breakfast Employee Policy Manual

PacificRanchBed&Breakfast
Erin Miller ABM 490 12 June 2013
Pacific Ranch Bed & Breakfast

Employee Policy Manual
June 12, 2013
Table of Contents:
Welcome and Mission ......................................................................................................................3 Organizational Chart .......................................................................................................................5 Facilities and Amenities ...................................................................................................................6 Map of Facilities ............................................................................................................................11 Job Descriptions ............................................................................................................................12 Orientation Plan ............................................................................................................................14 Employee Policies ..........................................................................................................................16 Compensation and Incentives ........................................................................................................38 Benefits and Evaluation .................................................................................................................41 Termination Policy.........................................................................................................................45 Safety Policy...................................................................................................................................48 Employee Policy Quizzes ...............................................................................................................52 Works Cited....................................................................................................................................56
Welcome to the Ranch!
Welcome to the family of Pacific Ranch Bed & Breakfast! We are very excited that you are joining the team that is unlike any other. As part of the family, you will enjoy the many perks of Pacific Ranch, but also have many responsibilities. This packet is designed to help you transition into your role smoothly, and for you to know what to expect as a new team member. Welcome!
History
Pacific Ranch Bed & Breakfast was purchased in September 2004 and opened shortly after in April 2005. This luxury ranch is situated in Arch Cape, Oregon, on 1.5 acres. The property is wedged between the beautiful Oregon coast of the Pacific Ocean, and the mountainous expanse of the Nehalem Alps. It is surrounded by many state parks and reserves, including the famous Oswald West State Park. The land surrounding Pacific Ranch Bed & Breakfast offers a lot to those staying at the Bed & Breakfast. Summer guests may enjoy swimming, surfing, kayaking, windsurfing, or lounging on the beachfront; or they may spend the day hiking, bicycling, or on a guided horseback ride through Oswald West State Park. Guests who stay during the cooler winter months may enjoy skiing and snowboarding in the mountains or a family reunion at the quaint Bed & Breakfast. With all four seasons, Pacific Ranch Bed & Breakfast is perfect for a vacation at any time of the year.
The Bed & Breakfast itself is a beautifully designed building, built in 1994. The European style estate is a perfect sight from the outside and inside. The ten spacious rooms each include their own bathrooms and fireplaces. The Bed & Breakfast is perfect for families or couples who want to get away from busy life and enjoy nature. We offer family activities every day, including horseback riding, outdoor sports, and arts and crafts programs. We also offer a bakery downstairs, which serves breakfast, lunch, and dinner to our residents (room service is free!) The bakery also offers fresh-baked, homemade goods from June to December. These seasonal pies, cakes, breads and quiche are made from organic ingredients grown here on the ranch! We thank you for your interest in joining our team, and welcome you to the family! Enjoy your time here in helping us create a unique experience for each of our guests.
Mission Statement
Pacific Ranch Bed and Breakfast aims to provide our guests with a unique, one of a kind experience that is pure fun for the whole family. We value teamwork, courtesy, integrity, and dedication. Our mission is to provide each visiting guest with impeccable service; and we will do this by always ensuring a safe environment, maintaining cleanliness of the ranch, and providing many family and individual activities. We pride ourselves on going beyond what is expected from our guests and always look for opportunities to further service them.
Owner
Hospitality Manager Front Desk Custodial
Grounds Manager
Executive Chef Pastry Chefs Stewards &Bussers
Barn Staff Sports Instructors Gardeners
Housekeeping
Pacific Ranch Bed & Breakfast Facilities Bed and Breakfast:

The Pacific Ranch Bed & Breakfast main building lies on the front corner of the property. It is a two-story European style chateau with ten guest rooms. The front side of the building overlooks the Pacific Ocean, while the backside overlooks the lake and gazebo on the property. Upstairs also includes a laundry and supplies room used by our housekeeping and custodial staff, as well as the Hospitality Managers office. All hospitality and bakery staff will respond directly to the Hospitality Manager.
Bakery:
The Pacific Ranch Bakery is located on the far right side of the building. This area was a working commercial restaurant until the property was purchased, and has been converted to a high-efficiency bakery. It is open to the public and our guests from 6am-8pm everyday. On the backside of the bakery, there is a patio where guests can enjoy their homebaked goods. Our Executive Chef operates the bakery, and all kitchen staff will report directly to him, as well as the Hospitality Manager.
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Pacific Ranch Amenities The Lake:

The lake on the property is a peaceful place for our guests to relax and enjoy nature. There is also a grassy area surrounding the lake, where our Grounds Manager or sports instructors offer various sports and activities at certain times each day. Please refer our guests to the front desk for the activity schedule or to sign up for activities.
Events:
The lake and surrounding areas are also sometimes used for local company picnics or other events. The gazebo, which lies on the bottom left side of the lake, and next to the Bed & Breakfast, is also used for events like weddings. When there is an event on our premise, the grounds will be closed for sports and activities. The Grounds Manager is in charge of all event scheduling, as well as overseeing all employees who work in any of the outdoor areas.
The Gardens:
The gardens are a major part of Pacific Ranchs operations. Produce grown in our herb gardens, vegetable gardens, and fruit orchards are picked and directly sent to the bakery to be cooked into the delicious array of pies, cakes, breads, quiches, and other pastries. Guests are free to explore our gardens, sample the fruit and veggies, or ride in the orchards. There are also several decorated areas inside the garden for guests to relax or read a book. Our helpful gardening staff maintains the gardens, tends and harvests produce, and educates our guests on the benefits of organic and sustained farming.
Horse Barn:
The Horse Barn lies on the top left corner of the property. It houses eight horses, which are used for on-property riding or guided trail rides through Oswald West State Park. The barn has two apartment lofts upstairs, which house some of our year-round staff. You can also find the Ground Managers office upstairs.
Horseback Riding:
Horseback riding is offered to our guests on clear days from March through November. Because of the snow in the winter, we only offer this activity seasonally for the safety of our guests and horses. The horses are all very experienced with every kind of rider and used to the trails we take them on. Guests interested in riding can meet with the front desk to get a trail schedule, or go directly to the barn to schedule a ride. There are plenty of riding staff available at the barn to answer any guest questions or offer them a tour!
Location and Local Attractions:

Pacific Ranch Bed & Breakfast is located in Arch Cape Oregon, a few minutes South of the city. Arch Cape is a small city filled with art, theatres, and restaurants that our guests may enjoy. Across the street from Pacific Ranch Bed & Breakfast is the majestic Oregon coast. Guests may enjoy the beach here or water activities like surfing, kayaking, windsurfing, and more. To the South of Pacific Ranch lies Oswald West State Park, where many of our guests enjoy horseback riding, hiking, and biking. The unique state park is filled with lush plants and trees, and also borders the beautiful Pacific Coast.
Pacific Ranch B&B
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TAKE THIS PAGE OUT AND PUT FACILITIES MAP HERE
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Job Title: Executive Chef Department: Hospitality Job Description: ROLE AND RESPONSIBILITIES: The Pacific Ranch Bakery Executive Chef is in charge of ensuring food safety and integrity of ingredients, creating new dishes in the bakery, updating the menu based on available ingredients, and maintaining the connection of communication between the bakery and gardening areas. The Executive Chef responds directly to the Hospitality Manager. He/she will assist the manager in employment decisions and performance reviews of bakery staff. This role will supervise all bakery staff in day-to-day operation, check incoming food quality, and oversee selection and maintenance of kitchen appliances. The Executive Chef will also initiate meetings with the Grounds Manager to ensure a proper amount of produce is grown every season. This position is in charge of forecasting and ordering the amount of ingredients needed in the kitchen and updating the menu if the produce quota is not met, or as necessary. QUALIFICATIONS: 5 years restaurant experience 2 years bakery experience Strong communication and conflict resolution skills Strong business planning and organizational skills Strong customer service and problem solving skills PREFERRED QUALIFICATIONS: Previous management experience and/or experience as a head chef EDUCATION REQUIREMENTS: Culinary degree or related 4 Bachelors degree Computer proficiency Position Type: Full-time Salary Range: $45,000-$60,000
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Job Title: Gardener Department: Grounds Activities Job Description: ROLE AND RESPONSIBILITIES: The Gardening Team at Pacific Ranch Bed & Breakfast grows seasonal produce in the gardens to be delivered to the bakery and local farmers markets. The team is responsible for maintaining the grounds year-round, which includes cutting grass, pulling weeds, maintaining irrigation system, and removing dirt, debris, snow, ice, and other hazards from guest walkways. Gardeners will tend the herb garden, vegetable garden, and fruit orchard in planting, weeding, pruning, and harvesting. All gardeners report directly to the Grounds Manager. Ideal applicants will be trained on sustainability and organic farming, and be expected to maintain these practices in the gardens and educate our guests on them. Gardeners are expected to initiate conversation with guests exploring the gardens, answer their questions, and offer samples of the produce grown on the grounds. QUALIFICATIONS: Gardening experience Ability to work in a team and individually Strong customer service and communication skills Willingness to work outdoors in extreme weather conditions Willingness to work a varying schedule This role will require lifting up to 50 lbs. Position Type: Part-time, Full-time, Seasonal Starting Pay: $9.75 Hourly
PREFERRED QUALIFICATIONS: Associates or Bachelors degree in Horticulture, Agriculture, Plant Science, or related field Previous work experience in Agriculture Industry
EDUCATION REQUIREMENTS: High School Diploma or equivalent
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Pacific Ranch Bed & Breakfast Employee Orientation PlanDay 1 8:30-8:45am Check-In 15 mins Receive Employee Manual 8:45-9:00am 15 mins Welcome Introduction to the company from the owner Discuss business mission, values, goals, and expectations Facilities, map, on-site and off-site activities overview Tour of outdoor facilities Tour Gardens and Horse barn Meet with Grounds Managerdiscuss safety Tour Bed & Breakfast Meet with Hospitality Managerdiscuss customer service Tour of Bakery Take break in bakery Bakery-made bread and cider supplied! Employee Manual Overview Sexual Harassment and Discrimination Policies Termination Policy Safety and Injury Prevention Compensation and benefits Probationary Period and Employee Reviews Sign Employee Manual Quiz #1 on Policy Manual
9:00am-9:45am 45 mins
9:45-10:00am 15 mins 10:00-11:00am 1 hour
11:00-11:30am 30 mins
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Pacific Ranch Bed & Breakfast Employee Orientation PlanDay 2 10:00-11:00am Break off into Department Groups 1 hour Discuss goals of the individual department Discuss safety practices of the area Employees meet their on-the-job trainer Meet co-workers and tour break areas 11:00-11:30am 30 mins 11:30-11:45am 15 mins 11:45-1:45pm 2 hours Quiz #2 Discuss additional training if needed Break On-the-Job Training In-depth training on the position the employee will be expected to fill Work in assigned role with trainer supervision for remainder of shift
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Pacific Ranch Bed & Breakfast Employee Conduct
The following sections include the policies of Pacific Ranch Bed & Breakfasts day-today operation. The company expects its employees to know and abide by the policies outlined in this manual.
Dress Code and Appearance

Many of our guests at Pacific Ranch Bed & Breakfast are families, so the company requires a conservative dress code and appearance. Each department requires a different uniform, which the employee will be required to purchase upon hiring into the company. Some of the outdoor positions, such as the gardening, sports, and barn staff may wear jeans; however, the jeans must be solid wash with no holes in them. Body piercings, other than traditional ear piercings for women (one on each ear), are not permitted. Tattoos must be covered while on the job. Make-up for women should be minimal, and hair color should be natural looking if it is dyed. Cooking staff must wear a hair net at all times while in the kitchen.
Attendance Policy
It is the responsibility of all employees to meet the Company's standards of attendance as outlined below. Failure to do so is proper cause for discipline, including suspension, probation, and/or discharge. At the same time, it is the goal of the Company to make every reasonable effort by means of this policy and procedure to assist employees in the control and correction of the causes of their absenteeism. Each employee is expected to be present at work on all scheduled workdays, and to report to work on time. If an employee is scheduled to work on a day "off," a holiday, or during a vacation period, such day(s) will be considered as scheduled workdays. Absences in such situations will be counted towards disciplinary action.
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Moreover, it is your obligation to notify your supervisor, as far as possible in advance, whenever you will be late or absent, and to state the reason for such lateness or absence. Chronic or excessive absenteeism and lateness will not be tolerated. Finally, no absence is automatically "excused". The only distinction is between those absences which are counted for disciplinary action and those which are not counted. Absences which normally are not counted towards disciplinary action are: scheduled days off, vacations, holidays, bereavement leave, jury duty, layoff for lack of work, leaves of absence granted in advance under the provisions of this Handbook, and two unpaid absences per year caused by illness. All other absences are counted towards progressive discipline. If an unreported incident of absence is of two or more scheduled work days' duration, unless the employee was prevented from calling in for medical reasons, the employee will be considered to have voluntarily quit and employment will be terminated as of the last day worked.
Lateness
An employee is late if he punches in or reports for work one or more minutes after his scheduled reporting time, whether or not he is paid for the time.
Attendance Records
Records of employee incidents of absenteeism and lateness shall be prepared and maintained on a monthly basis, in accordance with this policy. The Company's personnel records shall contain the reasons/causes for an employee's absence or lateness and summaries of all discussions with the employee about the employee's attendance. Copies of all disciplinary actions issued under this policy shall be given to the employee involved and the Office, and shall also be filed in the employee's personnel record.
Drugs and Alcohol Policy

Pacific Ranch Bed & Breakfast has a vital interest in maintaining a work environment that promotes the health, welfare and safety of its employees. Being under the influence of drugs or alcohol poses unnecessary and unacceptable safety and health risks not only to the user but to
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all those that work with him or her. The Company has enacted and will carry out reasonable measures for ensuring a drug-free and alcohol-free workplace. The possession, transfer, manufacture, distribution, sale or use of drugs and alcoholic beverages is not tolerated by the Company and is inconsistent with its goal of operating in a safe and productive manner. Accordingly, no employee, subcontractor or visitor shall use or have in his or her possession such contraband on Company property or jobsites. Additionally, no Company employee shall report to work under the influence of alcohol or drugs. Any employee violating this policy will be subject to disciplinary action. In order to enforce this policy the Company reserves the right to request persons subject to the policy to take fitness for duty tests. Positive results from a fitness for duty test shall be grounds for disciplinary action. Also, the Company may perform inspections of persons, personal property or vehicles located on Company property or jobsites in order to assure a drugfree, alcohol-free workplace. Failure to agree to a fitness for duty test or inspection will be considered a violation of this policy and appropriate disciplinary measures will be taken as more fully described below. The Company recognizes that chemical dependency is a serious health problem. The Company encourages all employees to seek assistance for such problems. Reasonable efforts will be made to provide any help requested by an employee. All supervisors and those charged with administrating this policy will use every effort to maintain strict confidentiality. The Company considers adherence to this policy to be essential and, therefore, a condition of employment.
Drug and Alcohol Testing

Employees who are asked to take Fitness for Duty Tests under the circumstances below and agree to do so will be required to sign the Consent form attached to the back of this policy prior to taking the test. Incident Testing: All Employees involved in an Incident will be asked to take a Fitness for Duty Test immediately after, but in no event more than 24 hours after, the occurrence of the Incident. Such
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test is voluntary, but failure to take the test will result in disciplinary action, up to and including termination. Reasonable Suspicion Testing: All Employees will be asked to take a Fitness for Duty Test immediately after, but in no event more than 24 hours after, an instance of Reasonable Suspicion has been documented. Such test is voluntary, but failure to take the test will result in disciplinary action, up to and including termination. Verification All tests which show a positive level of Intoxicant will be confirmed by retesting of the specimen using a technique known as gas chromatography/mass spectrometry (GS/MS). If the retest reveals levels of Intoxicants beyond Stipulated Minimum Levels (a positive result), the Applicant or Employee may rebut a positive test result with an additional test showing a negative result. The additional test must have been performed within 24 hours of the Applicant/Employee being notified by the Company of the positive result from the initial Fitness for Duty Test. The additional test must be at a lab approved by the Company and shall be performed at the Applicant's or Employee's own cost. If the Company is satisfied that the initial test was in error, the Company may accept the negative result. Efforts will be made to keep all test results strictly confidential. Medication/Prescription Drugs/Physician's Care All Employees are requested to notify their Supervisors of their use of prescription or over-the-counter drugs which may impair their performance. Prior to or after submitting to a Fitness for Duty Test, an Employee may voluntarily provide the Company with documentation confirmed by a physician indicating that there exists the potential for a positive result from the Fitness for Duty Test as a result of the person ingesting medication or prescription drugs as directed by his/her physician. If such evidence is presented to and accepted by the Company (along with the Employee's written Consent for the physician to discuss all pertinent aspects of the Employee's treatment with the Company), a positive test result will not result in the
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disciplinary measures set forth in this policy unless Intoxicant levels indicate dosage in an amount in excess of that prescribed. Even if the Employee has not exceeded recommended dosage, the Company may require the Employee to be placed on leave or reassigned if the Company believes use of such prescription drugs will cause the Employee to be impaired. Efforts will be made to keep any information or documentation provided pursuant to this paragraph strictly confidential.
Disciplinary Rules:
Disciplinary Rules for Certain Violations Other Than a Positive Fitness for Duty Test: Sale, transfer, manufacture or distribution of an Intoxicant while on Company property or jobsites will result in immediate termination subject to the Appeal Process described in Section 4 below. Criminal conviction based upon (a) sale, transfer, distribution, or possession with the intent to distribute Intoxicants or (b) manufacture of Intoxicants will result in immediate termination, subject to the Appeal Process described in Section 4 below. The Employee must notify the Company of a conviction under any criminal drug statute for a violation occurring in the workplace within five (5) days of the conviction. The Company has a legal obligation to notify within ten (10) days the contracting agency on a Federal Government project of any such conviction. Possession of an Intoxicant (excluding prescription or over-the-counter drugs) while on Company property or jobsites; For Salaried Employees: Suspension without pay. For Field Employees: Termination. Disciplinary Rules for Positive Test Results Salaried Employees and Field Employees: 1. Employee shall be placed on suspension. 2. The company will review the case and take actionincluding up to termination.
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Employee Drug and Alcohol Testing Consent
I agree to take a urine or blood or breath test to detect alcohol or drugs. I also agree that the report of the results of any such test may be released to Pacific Ranch Bed & Breakfast.
____________________________ Employee Name
____________________________________ Signature
____________________________________ Date
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Major Offenses of Employee Conduct
Proper cause for suspension, subject to discharge, shall include but not be limited to the following major offenses: Failure or refusal to carry out orders or instructions. Unsatisfactory work performance. Failure to fulfill the responsibilities of the job to an extent that might or does cause injury to a person or substantial damage to or loss of product, machinery, equipment, facilities or other property. Chronic or habitual absenteeism or lateness, under the Company's separate attendance standards. Violation of an established safety, fire prevention, or health security rule. False, fraudulent or malicious statement or action involving relations with the Company, another employee, or a customer, or any action disloyal to the Company. Falsification of hours worked or Company records and/or omission of information requested on Company records or documents. Unauthorized use of, removal of, theft, or intentional damage to the property of the Company, an employee, an independent contractor, or a customer. Threatened or actual physical violence or profane or abusive language. Carrying any weapon on Company premises without authorization from the Company. Bringing onto Company premises, having possession of, being under the influence of, or consuming on Company premises or while on Company business, any intoxicant. Violation of the Company's drug policy. Gambling, disorderly, or immoral conduct while on Company premises or business.
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Absence from work for two (2) consecutive scheduled work days without notifying the Company during the absence of an illness or accident preventing the employee from working (as evidenced by written certification of a medical doctor if requested by the Company), or other satisfactory reason for such absence, as determined by the Company. An arrest, the filing of a disorderly person or criminal complaint, or the return of an indictment against an employee for any alleged wrongful activity may result in an indefinite suspension without pay, subject to discharge depending on the particular circumstances and the offense charged. (All employees are obligated to cooperate with the Company by notifying their Supervisor of any arrest or charges filed involving them, to provide and assist the Company in obtaining all relevant information needed to enable the Company to consider the allegation, and to provide current status information on the arrest or allegations as required by the Company. Violation of Company policy on removing property from the premises. (Kollman & Saucier, 2013).
Anti-Harassment and Discrimination Policy

Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA). Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these
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laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws. Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people. Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or putdowns, offensive objects or pictures, and interference with work performance. Harassment can occur in a variety of circumstances, including, but not limited to, the following: The harasser can be the victim's supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee. The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct. Unlawful harassment may occur without economic injury to, or discharge of, the victim. Prevention is the best tool to eliminate harassment in the workplace. Employers are encouraged to take appropriate steps to prevent and correct unlawful harassment. They should clearly communicate to employees that unwelcome harassing conduct will not be tolerated. They can do this by establishing an effective complaint or grievance process, providing antiharassment training to their managers and employees, and taking immediate and appropriate action when an employee complains. Employers should strive to create an environment in which employees feel free to raise concerns and are confident that those concerns will be addressed. Employees may inform the harasser directly that the conduct is unwelcome and must stop. Employees who feel they are the victims of harassment are also encouraged to speak with their supervisor about the issue. At Pacific Ranch Bed & Breakfast, we take the issue of harassment very seriously. Pacific Ranch Bed & Breakfast will not permit any discrimination in the workplace. Disciplinary
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actions will be taken against those employees who are found harassing others, including suspension and possibly termination (Laws Enforced by EEOC).
No Sexual Harassment Policy

It is the policy of Pacific Ranch Bed & Breakfast that there shall be no harassment of any employee on account of an employee's sex. The Company will not tolerate sexual harassment of its employees by anyone - supervisors, other employees, clients, or customers. Persons harassing others will be dealt with swiftly and vigorously. Anyone who violates this policy will be subject to disciplinary action up to and including discharge. Definition of Sexual Harassment Sexual harassment is behavior of a sexual nature that is unwelcome and personally offensive to its recipients. Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute "sexual harassment" when: Submission to such conduct is made explicitly or implicitly a condition of an individual's employment; Submission to or rejection of such conduct is used as a basis for an employment decision affecting the employee; or The harassment has the purpose of effect of unreasonably interfering with the employee's work performance or creating an environment, which is intimidating, hostile or offensive to the employee. The following are examples of unlawful harassment: Unwelcome sexual advances. This means patting, pinching, brushing up against, hugging, kissing, fondling, or any other similar physical contact considered unwelcome by another individual Requests for demands for sexual favors. This includes subtle or blatant pressures or requests for any type of sexual favors accompanied by an implied or stated
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promise of preferential treatment or negative consequence concerning one's employment status. Verbal abuse or kidding that is sex-oriented and considered unwelcome by another individual. This includes commenting about an individuals body or appearance where such comments are beyond mere courtesy, telling 'dirty jokes," that are clearly unwelcome and considered offensive by others or any other tasteless, sexually-oriented comments, innuendoes or actions that offend others. Engaging in any type of sexually-oriented conduct that would reasonably interfere with another's work performance. This includes extending unwanted sexual attention to someone that reduces personal productivity or time available to work at assigned tasks. Creating a work environment that is intimidating, hostile or offensive because of unwelcome sexually oriented conversations, suggestions, requests, demands, or physical contacts. Complaint Procedure Any employee who feels that he or she has been sexually harassed should immediately report the matter to his or her supervisor. If that person is unavailable or the employee believes that it would be inappropriate to contact his or her supervisor, the employee should contact the owner. Any supervisor or manager who becomes aware of any possible sexual harassment should immediately advise the owner who will handle such matters in a lawful manner to ensure that such conduct does not continue. All complaints of sexual harassment will be investigated in as discreet and confidential a fashion as possible. No person will be adversely affected in employment with Pacific Ranch Bed & Breakfast as a result of bringing complaints of sexual harassment (Kollman & Saucier, 2013).
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Equal Employment Opportunity
Pacific Ranch Bed & Breakfast will not discriminate in hiring or in the workplace. Offers of employment and advancement at the company will be based on merit, skills, and potential; not because of that person's race, color, religion, sex (including pregnancy), national origin, age, disability or genetic information. It is also illegal to retaliate against a person because he or she complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit. The law forbids discrimination in every aspect of employment. The laws enforced by Equal Employment Opportunity Commission prohibit an employer or other covered entity from using neutral employment policies and practices that have a disproportionately negative effect on applicants or employees of a particular race, color, religion, sex (including pregnancy), or national origin, or on an individual with a disability or class of individuals with disabilities, if the polices or practices at issue are not job-related and necessary to the operation of the business. The laws enforced by EEOC also prohibit an employer from using neutral employment policies and practices that have a disproportionately negative impact on applicants or employees age 40 or older, if the policies or practices at issue are not based on a reasonable factor other than age (Laws Enforced by EEOC). Applicants and employees of Pacific Ranch Bed & Breakfast are protected by the Equal Employment Opportunity Commission, under the following Laws:
Equal Pay Act of 1963

The Equal Pay Act of 1963 prohibits sex-based discrimination from employers when determining pay for similar or the same jobs. The act states: No employer having employees subject [to minimum wage provisions of the Fair Labor Standards Act] shall discriminate, within any establishment, between employees on the basis of sex by paying wages to employees in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such establishment for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions (Lloyd & Rue, 2008).
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The Equal Pay Act speaks in terms of "equal work," but the word "equal" in the Equal Pay Act does not require that the jobs that are compared be identical, only that they be substantially equal. Thus, minor differences in the job duties, or the skill, effort, or responsibility required for the jobs will not render the work unequal. In comparing two jobs for purposes of the Equal Pay Act, consideration should be given to the actual duties that the employees are required to perform. Job content, not job titles or classifications, determines the equality of jobs. The fact that jobs are in different departments is not determinative, although in some cases it may be indicative of a difference in job content. In evaluating whether two jobs are substantially equal, an inquiry should first be made as to whether the jobs have the same "common core" of tasks, i.e., whether a significant portion of the tasks performed is the same. If the common core of tasks is not substantially the same, no further examination is needed and "no cause can be found on the Equal Payment Act violation. If a significant portion of the tasks performed in the two jobs is the same, an inquiry should be made as to whether the comparators perform extra duties which make the work substantially different. Jobs with the same common core of tasks are equal, even though the comparators perform extra duties, if the extra duties are insubstantial. If the jobs to be compared share the same common core of tasks, consideration should be given to whether, in terms of overall job content, the jobs require substantially equal skill, effort, and responsibility and whether the working conditions are similar. Skill is measured by factors such as the experience, ability, education, and training required in performing a job; effort is the amount of physical or mental exertion needed to perform a job; and responsibility is the degree of accountability required in performing a job (Castro, 2000). Pacific Ranch Bed & Breakfast bases pay of employees on their individual skill, effort, and responsibility.
Title VII of the Civil Rights Act of 1964

Title VII of the Civil Rights Act of 1964 prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex, or national origin. This act covers two types of discrimination, disparate treatment and disparate impact. Disparate treatment is
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intentional discrimination by treating one of the above classes different than others. Disparate impact is unintentional discrimination that directly affects a class but may seem neutral. Pacific Ranch Bed & Breakfast takes the issue of discrimination very seriously. Job offers and offers of advancement by Pacific Ranch Bed & Breakfast will be based solely on merit, ability, and potential.
Age Discrimination in Employment Act of 1967

The Age Discrimination Employment Act of 1967 prohibits employers from discriminating in employment against individuals aged 40-69. An amendment to the act in 1987 also eliminates the mandatory retirement at age 70 for employees of companies with 20 or more employees. The prohibited employment practices of the Age Discrimination in Employment Act of 1967 include the failure to hire, discharge, denial of employment, and discrimination with respect to terms or conditions of employment based on an individuals age within the protected age group.
Pregnancy Discrimination Act of 1978

In an effort to protect the rights of pregnant workers, the Pregnancy Discrimination Act was passed by Congress in 1978, as an amendment to the Civil Rights Act. The Act states: Women affected by pregnant, childbirth, or related medical conditions shall be treated the same for all employment-related purposes, including receipt of benefits under fringe benefit programs as other persons not so affected but similar in their ability or inability to work (Lloyd & Rue, 2008). Pacific Ranch Bed & Breakfast treats pregnancy as any other medical condition with regard to fringe benefits and leave policies. This applies to both married and unmarried pregnant females, as wells as male employees whose spouse is pregnant.
Immigration Reform and Control Act of 1986

Under the Immigration Reform and Control Act of 1986, Pacific Ranch Bed & Breakfast will not hire any person who is an illegal resident of the United States. Upon hiring employees,
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the company will require a valid United States Passport, Certificate of U.S. Citizenship, Certificate of Naturalization, Resident Alien Card, Birth Certificate, Social Security Card, or a legal photo identification card such as a state drivers license. The company will refuse hire to any person who cannot provide one of these documents upon employment.
Americans with Disabilities Act of 1990

The Americans with Disabilities Act of 1990 gives disabled persons increased access to services and jobs. Under this law, a company must not Discriminate, in hiring and firing, against disabled persons who are qualified for a job Inquire whether an applicant has a disability, although employers may ask about his or her ability to perform a job Limit advancement opportunity for disabled employees Use tests or job requirements that tend to screen out disabled applicants Participate in contractual arrangements that discriminate against disabled persons
Pacific Ranch Bed & Breakfast will provide reasonable accommodations for disabled employees, including making all facilities accessible, providing special equipment and training, arranging part-time or modified work schedules, and providing readers for blind employees. Qualified individuals with psychiatric disabilities are also offered reasonable accommodations on the job. Mental disability is defined as a mental impairment that substantially limits one of more of the major life activities of an individual, or a record of such impairment or being regarded as having such an impairment. However, the company is not required to provide accommodations that impose an undue hardship on business operations.
Older Workers Benefit Protection Act of 1991

Under the Older Workers Benefit Protection Act of 1991, the company may integrate disability and pension pay by paying the retiree the higher of the two and/or integrate retiree health insurance and severance pay by deducting the former from the latter. Employees of Pacific Ranch Bed & Breakfast also have the option, under this Act, to consider an early
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retirement offer; and employees have seven days to change their minds if they have signed a waiver of their right to sue. Coverage of this law is the same of that under the Age Discrimination in Employment Act.
Civil Rights Act of 1991

The Civil Rights Act of 1991 permits women, persons with disabilities, and persons who are religious minorities to have a jury trial and sue for punitive damages, up to $50,000, if they can prove intentional hiring and workplace discrimination. Pacific Ranch Bed & Breakfast does not hire or promote based on any classes, but rather on the individuals skills and performance. The company keeps a detailed record of each employee in a personal action file, which can be used in court in the case of intentional discrimination lawsuits.
Family and Medical Leave Act of 1993

The Family and Medical Leave Act of 1993 enables Pacific Ranch Bed & Breakfast employees to take prolonged unpaid leave for family and health related reasons, without losing their jobs. Leave may be taken by an employee if they are seriously ill, if an immediate family member is ill, or in the event of the birth, adoption, or placement for foster care of a child. In order to qualify for leave, employees must be employed by Pacific Ranch Bed & Breakfast for at least a full year and must have worked at least 1,250 hours within the last year. Pacific Ranch Bed & Breakfast holds the right to update or make minor changes to an employees job or position while he or she is on Family or Medical Leave. The 5th Circuit Court of Appeals concluded, de minimus, intangible changes, or changes to an employees position during leave that are equal in pay, benefits, and working conditions; involve substantially similar duties, skill, and authority; have similar opportunities for promotion and pay increase; and are viewed as equally desirable to employees, do not violate the Family and Medical Leave Act. (Lloyd & Rue, 2008).
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Oregon State Laws
Oregon law (ORS 25.790) requires all Oregon employers to report new and rehired employees to the Oregon Department of Justice, Division of Child Support: Within 20 days of hire, if submitting data by mailing, faxing the W-4 or new hire form, or online; Within 12 to 16 days of hire or rehire, if transmitting data magnetically or electronically, and must report the first work date. This information is used nationwide to match employment for non-custodial parents with a child support case. It is also a tool to detect fraud in public assistance cases, workers compensation cases, and unemployment benefits. Reporting new hires helps increase opportunities for the future of children and families. Reporting also results in the timely issuance of automatic orders to withhold income (AOW) for Child Support and National Medical Support Notices (NMSN). Oregon Tax Withholding Law Pacific Ranch Bed & Breakfast abides by the following tax law of Oregon. Employers with employees who live or work in Oregon must: Withhold tax from employee wages at the time the wages are paid Make payments using the same due dates for federal withholding tax and FICA tax deposits File combined tax returns in addition to making the required payments Withhold tax from all wages paid to Oregon resident employees, including wages earned outside of Oregon Withhold tax from all wages paid to non-resident employees for work performed in Oregon
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Taxable Wages Employers must report all taxable wages on Oregon combined payroll tax reports. Wages subject to Oregon withholding tax include salaries, commissions, bonuses, wages, tips, fees, or any other item of value paid to an individual for services as an employee. Property or services you give to an employee may also be taxable. Taxable items include; merchandise, stocks, bonds, room, board, or other considerations given in payment for the employees services. The value of meals or lodging furnished for the convenience of the employer is not taxable. In addition, exempt from withholding tax is a dwelling furnished to a minister or a rental allowance if the allowance is used to rent or to provide a home for the minister. Also, an employer must withhold tax: On wages paid when an employer-employee relationship exists between a married couple On wages paid to minors for bona fide personal services rendered to their parents
Withholding on Distributions from IRAs, Annuities and Compensation Plan The withholding of taxes from commercial annuities, employers, deferred compensation plans, and individual retirement plans is mandatory. However, an individual may elect to have no withholding unless the payments are wages (ORS 316.189). The payee gives a completed Form W-4P showing Oregon withholding exemptions to the payer. The payer treats the payments as wages and figures Oregon withholding using the tax tables furnished by the Oregon Department of Revenue. The amount of withholding per payee must be $10 or more. Withholding rate for lump sum distributions is 8 percent. The payer will issue 1099Rs to payees at the end of the year.
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Gardeners Employees, who plant, cultivate, or harvest seasonal agricultural crops, are subject to withholding once they earn $300 in a calendar year from a single employer. When the amount exceeds $300, the entire amount, including the first $300, is subject to withholding tax. Employers must withhold tax on all wages of regular farm employees, even though part of their work may involve planting, cultivating, or harvesting. Employers must withhold tax on all wages paid for such seasonal activities as canning or other food processing, logging, and sheep shearing. Those activities are not connected with planting, cultivation, or harvesting seasonal agricultural crops (Employers Guide for Doing Business in Oregon, 2012.
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Pacific Ranch Bed & Breakfast Employee Manual
__________________________________________________________ Last Name First Name (please print) Middle Initial
I have received a copy of the Pacific Ranch Bed & Breakfast Handbook and will read it carefully. I agree to abide by all of its rules, policies, terms, and conditions. If I have any questions regarding any of the Employee Handbook's provisions, I will consult my supervisor. I also understand and agree that my employment with the Company is terminable at will so that either the Company or myself are free to choose to end our work relationship, and that nothing in this Employee Handbook in any way creates an express or implied contract of employment between the Company and myself.
_______________________
________________________________________
Date Employee's Signature
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Employee Compensation and Incentives Compensation
Employees at Pacific Ranch Bed & Breakfast are paid according to a pay scale that corresponds with their level of experience in their field. The following range is the pay scale we use for each level of job. Please note that any entry-level person refers to someone with 0-3 years of experience in that field, the second level has 4-10 years of experience, and the senior level has over 10 years in the field. Management: Entry-Level Manager: $40,000-$52,000 Career Manager: $50,000-$65,000 Senior Manager: $63,000-$80,000
Bakery: Executive Chef: $45,000-$60,000 Pastry Chef with o 1-3 years experience: $20,000-$30,000 o 3-5 years experience: $25,000-$35,000 o Over 5 years experience: $30,000-$50,000 Steward/Busser: $9.00/hour
Hospitality Staff: Front Desk: $27,000-$37,000 Custodial: $20,000-$28,000 Housekeeping: $18,000-$25,000
Outdoor Recreation Staff: Sports Instructors: $10.00-$25.00/hr Barn Staff: $12.00-$18.00/hour

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o Barn Head: $30,000-$38,000 Gardeners: o Entry-Level: $20,000-$25,000 o Second-Level Gardener: $23,000-$32,000 o Senior Gardener: $30,000-$45,000
Incentives
Pacific Ranch Bed & Breakfast aims to provide our employees with satisfaction in their jobs. We truly are passionate about our companys mission, and recognize our employees passion in their work. We want our employees to feel a sense of personal achievement and fulfillment in their work; therefore, we have a number of incentives for our employees. Incentives at Pacific Ranch Bed & Breakfast may include seniority-based rewards, benefits for full-time employees, pay-for-performance programs, and continuing education.
Tenure
Pacific Ranch Bed & Breakfast uses seniority-based incentives to retain employees and increase job satisfaction. These rewards are tangible items, which are used to encourage employees to look forward to a future with the company. They will be offered to all year-round, full-time or part-time employees. These are the same for all employees; once an employee hits the set amount of time working for Pacific Ranch Bed & Breakfast, they will receive: 1 year: employees who have worked for the company for a year will receive a gift card, valued at $100 of their choosing. Choices will be for predetermined shops or venues located in Arch Cape, Oregon; a gas gift-card; or a visa gift card (pre-paid debit card). 3 years: employees who have been with the company for three years will receive one week (5 days) of paid vacation benefits, to use whenever they choose in the following year. For full-time employees, this reward will be cumulative with whatever vacation time off the employee already has. 5 years: At five years, employees of Pacific Ranch Bed & Breakfast will receive a $1000 bonus.
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10 years: At ten years, employees salary (full-time) or hourly pay (part-time) will be raised by 10% Every 5 years after that: employees will receive alternating $1000 bonus payments, then 10% raise every five years. (For example, at 15 years employee will receive $1000; then at 20 years they will get a 10% raise; then at 25 years, a $1000 bonus, and so on.)
Promotion
Though our tenure incentives are based on seniority, Pacific Ranch Bed & Breakfast aims to provide its highly skilled, dedicated, and greatest performing employees with additional opportunities not offered to all. Our main incentive programs are pay-for-performance programs, meaning the employees rewards are based on their skill, merit, and potential; these factors may ultimately lead to employee promotion. Employees who are seen by the owner, managers, and others doing an exceptional job will have the greatest opportunity for promotion, even if they have been with the company for a shorter amount of time. Pacific Ranch Bed & Breakfast offers these incentives to reward and encourage hard workers. Since we are a fairly small company, the management team and owner are actively involved in the workplace, and will recommend employees for a reward, whether in the form of a bonus, raise, or promotion. The employees potential will be evaluated on a case-by-case basis, as will rewards. We want our employees to know that hard work at Pacific Ranch Bed & Breakfast does not go unnoticed; there are many opportunities to those who show potential.
Continuing Education
In addition to monetary pay-for-performance rewards, Pacific Ranch Bed & Breakfast may see fit to offer employees with high potential incentives in continuing education. Selected candidates will be offered continuing education in fields that the company sees fit. Continuing education will not be offered to all employees, but to those who demonstrate the most skill and potential in the company currently, and in fields that will most likely benefit the company in the future. Potential candidates may be offered tuition reimbursement of up to $5,000 per year for continuing education. Some instances of continuing education include, but are not limited to:
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1. The grounds manager and hospitality manager: continuing education may be offered for an online masters program in a field related to their position (ex: Masters in Outdoor Recreation, Natural Resources, Agriculture Business Management, etc.; Masters in Hospitality Management; Masters in Business Administration; or related). The owner of Pacific Ranch Bed & Breakfast will approach and select desired candidates for this incentive. 2. Continuing Education for future leaders: A Bachelor or Masters degree may be partially paid for by the company for employees who have worked here for no less than five years, and are seen fit as future leaders or management candidates by the owner and the employees manager. Candidates may be asked to cross-train into a field that they are not currently working in, based on the companys needs and candidates potential in this field. Employees considered for this program will need to sign a non-compete clause, stating that if they work for another company in the selected field of study, within a year of the company reimbursing them for the study; they will need to give back the reimbursement of tuition to the company. 3. Continuing Education in Specialty: Opportunities for employees in certain positions may arise for continuing education in their field. Though this does not include bachelors or masters programs, they company may pay for a predetermined amount of classes, up to an associates degree level. Pastry chefs may have the opportunity to take cooking and baking classes; gardeners may have the opportunity to take agriculture, soil science, and irrigation classes; and barn staff and sports instructors may have the option to become certified. If any employee is interested in taking classes to further their education in their current position, he/she should speak to the department manager to be considered. 4. All barn staff and sports instructors: employees in these positions will receive paid training and certification in CPR, first-aid, and fire safety during their first week of work. 5. Potentials for expansion: If Pacific Ranch Bed & Breakfast continues to grow, and in the case of expansion, we will first look to promote from within. Pacific Ranch values our employees and looks for every opportunity to give back. We want our employees to feel ownership in the company; this is why we would rather train and hire from within, rather
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than hiring a new employee. If the time comes for Pacific Ranch to expand, potential candidates who seem fitting for the new position may be asked if they would like to pursue an education in one of these areas: a. Sales b. Customer Service c. Human Resources d. Advertisement and Promotion The front desk staff, managers, and owner currently share these responsibilities, but if the company expands, we may desire an office building made up of these positions. Chosen candidates who are seen by management and the owner to have the greatest skills and potential in these areas will be asked to continue their education, paid in full by Pacific Ranch Bed & Breakfast. *Please note for all continuing education: Classes that the employee receives a C grade or above will be the only ones paid for by Pacific Ranch Bed & Breakfast. The employee must receive a C or better, or he/she will be responsible for paying for that class in full (Since the class will have already been paid for by Pacific Ranch Bed & Breakfast, the cost of a failed class will be deducted from the employees paycheck).
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Employee Benefits and Evaluation Full-time Benefits
Pacific Ranch Bed & Breakfast offers benefits to our full-time employees that are not offered to other positions. Both management and the Executive Chef positions are full-time. Hospitality, recreation, and gardening staff may be offered a full-time position if Pacific Ranch deems necessary. The following are the full time benefits Pacific Ranch Bed & Breakfast offers.
Paid Time Off (PTO):

Full-time employees will accrue 30 days of paid-time off per year. PTO days are cumulative. They may be used on holidays, as vacation, or sick days; or whenever the employee chooses. Please note that PTO benefits may only be used after the first six months of each year, unless they have accumulated from the previous year. Newly hired employees who are full-time will need to work at the company for at least six months before they receive Paid Time Off benefits. If an employee separates from the company, Paid Time Off benefits will be paid at time of separation.
Health Insurance:
Full-time employees can enroll in medical and dental insurance plans, which will cover themselves and their family, if applicable. Employees may choose either a PPO or HMO plan. Whichever the employee chooses, the company will pay half the cost of the plan. The additional cost will be deducted out of the employees paychecks. If an employee wishes to have family members covered, they may. Pacific Ranch Bed & Breakfast will pay 10% of an employees family members health insurance.
Retirement Plans:
Pacific Ranch Bed & Breakfast offers a 401k Plan for its employees to put money into each year for retirement. Employees may put up to $15,000 a year from their paycheck. At the
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companys discretion, Pacific Ranch Bed & Breakfast may match up to 100% of the first 5% the employee puts into his or her 401k Plan.
Workers Compensation:
It is of the utmost importance that Pacific Ranch Bed & Breakfast provides a safe working environment for its employees. Still, in the case of an accident or illness taking place during working hours, workers compensation will be provided to injured employees. This benefit will give them time to heal and provide for the cost of living while they do so.
Unemployment Compensation:
In the case of separation from the company, an employee may be able to receive unemployment compensation, under Title IX of the Civil Rights Act of 1935. An employee can receive compensation only if he or she meets the following three requirements: (1) the employee needs to be covered by social security for a minimum number of weeks; (2) the employee must have been laid-off; (3) the employee must be willing to accept any appropriate form of employment.
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Employee Performance Appraisal Form:
Name: ___________________________ Position:__________________________ Performance Appraisal:
Department:______________________________ Seasonal Part-Time Full-Time
1. What goals have you achieved so far in your role working at Pacific Ranch Bed & Breakfast? ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ 2. What are your future goals in your career? ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ 2. How could Pacific Ranch Bed & Breakfast help you achieve these goals? (Training, schooling, promotions?) ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ 3. What problems have you faced trying to achieve these goals in the company? ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________
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4. On a scale of 1 to 10, please rate your satisfaction with your current position, based on workload, pay, schedule, environment, and challenge. 1
not satisfied
5
average satisfaction
10
very satisfied
For Manager: 5. What are the strengths of the employee? ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________ 6. What are some areas of improvement that the employee can work on? ___________________________________________________________________________ ___________________________________________________________________________ ___________________________________________________________________________
____________________
Name of Employee
____________________
Employee Signature
_____________________
Date
____________________
Name of Supervisor
____________________
Supervisor Signature
____________________
Date

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Termination Policy Warnings and Notices
Pacific Ranch Bed & Breakfast takes policy violations very seriously. Should an employee violate a company policy, they will be subject to disciplinary action. Generally, an employee may receive three warnings, an informal warning, a verbal notice, and a written notice, before termination. However, depending on the severity of the violation, an employee may immediately receive a verbal notice, written notice, or termination on the spot. 1. First Policy Violation: Informal Warning A supervisor will approach an employee when his or her actions are deemed a minor policy violation for the first time. Minor policy violations include, but are not limited to, attendance, dress code, and appearance violations. Safety violations are never considered a minor policy violation. 2. Second Policy Violation: Verbal Notice A verbal notice will occur on the instance of an employees second violation, or first violation of a safety policy. The employees supervisor will schedule a meeting with the employee, where they will discuss the misconduct and importance of safety. The employee will be required to sign a counseling statement. 3. Final Policy Violation: Written Notice A written notice is the final warning an employee will receive before termination. The written notice generally occurs on the third policy violation, but may occur on the first or second if an employees supervisors see fit. Again, an employees supervisor will discuss the impact of their violation on the company and on the employees job. If deemed appropriate by the company, a written notice may result in an employees suspension or termination.
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Termination
If an employee receives three additional violations of any sort, within the same year of their first warning, they will be automatically terminated. Employees are subject to immediate termination for a positive drug and alcohol screening test, chronic absence or lateness, harassment or violence, or failure to comply with any company policy. Upon termination, an employee will receive: 1. Final Pay: Final pay includes the hours worked during the year, up until the point of termination of the employees contract, and also severance pay, which is calculated as one weeks pay (40 hours) per year of employment at Pacific Ranch Bed & Breakfast. 2. Benefits: The company will continue paying for all insurance benefits an employee and their family may have up until 6 months after termination. If an employee has not received another form of health insurance within this time, they may continue on their insurance plan with Pacific Ranch Bed & Breakfast, for 18 additional months, as long as they pay 100% of the premium directly to Pacific Ranch Bed & Breakfast. Unused paid time off benefits will be paid by the company in full, along with the employees final check. An employee may choose to transfer existing funds in their 401k plan to another 401k or IRA plan, or distribute the plan. The employee will have 24 months to do so after termination.
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Employee Counseling Statement
Employees Name: _________________________________________ Date: ______________________________ Department: __________________________________ Name of Supervisor: ____________________________ Position Title: _________________________________ Full-Time Part-Time Seasonal Type of Violation:
Absence Lateness Unauthorized Absence from work area Work Quality Intentional damage to property or equipment Insubordination Safety Other:
Supervisor Statement: Disciplinary Action (Describe): Previous Warnings/Counseling Statements:

1st Warning 2nd Warning 3rd Warning Verbal Written Date Issued By
I have read and talked with my supervisor about this misconduct, and understand it.
Signature of Employee Date

Signature of Supervisor who Issued Warning
Date
Signature of Company Owner
Date
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Safety Policy
Pacific Ranch Bed & Breakfasts ultimate goal is to create a safe environment for our guests and employees alike. The Safety Policy outlined in this section, is taken very seriously. A violation of any of the following practices will result in disciplinary action.
Medical and Fire Emergency Procedures:

For a Medical Emergency: During working or non-working hours, please Dial 9-1-1, from any phone. State the following information: 1. This is an emergency 2. Location of the incident 3. Nature of the emergency 4. Your name Stay with the individual. Do not leave him or her alone. In the case of a Fire: During working and non-working hours, please 1. Stay calm. 2. Immediately pull the nearest fire alarm box, which will notify guests and employees of the fire. The alarm company will notify the fire department 3. Dial 9-1-1, from any phone and provide the emergency information mentioned above. *All employees must know the fire alarm and fire extinguisher locations on the property! Please take the time to find out if you do not know!
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First-Aid/CPR Training
Many our recreational staff at Pacific Ranch Bed & Breakfast is required to go through First-Aid and CPR training upon arrival. Recreational employees should be ready to use this training in the nature of an emergency, if the emergency requires it.
Other Emergencies:
If a Guest is Drowning: If a guest falls into the lake, and is drowning, DO NOT swim in after them, unless you are lifeguard certified. Doing so could cause a dangerous situation for the rescuer. Instead, 1. Throw them a life ring, and have them hold onto it, then drag them to shore by pulling the rope attached to the ring. 2. If this is not successful, Call 9-1-1 If a Guest Falls off a Horse: If a guest is riding a horse owned by the company, and falls off, whether on or off the property, please: 1. Dismount your horse, and approach the fallen rider. 2. Do not touch or move the fallen rider. 3. If the rider can stand up on his or her own, let them. Ask if the rider would like medical attention. 4. If the rider cannot stand, call on walkie-talkie for medical help. 5. The Grounds Manager will immediately respond to the call by calling a paramedic. *In no circumstance should an employee chase the loose horse before attending to the fallen
rider. If there are two employees present in the emergency, the second must ensure any other present guests safety, then may find the loose horse. Never leave an injured person alone.
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All employees who have witnessed or are involved in any incident must fill out and sign a legal Injury Statement Form. Kitchen Injuries: Oftentimes, injuries such as burns or cuts may occur in a kitchen setting. They should be directly attended to, and never ignored. A first aid kit is found in the kitchen, inside the cabinet to the right side of the entry door. In the case of a Burn or cut: 1. If it is a minor burn, run cold water over it if you feel necessary. 2. Wash the affected area gently with warm water and soap. 3. Apply bandages and pressure to the injured area if it is bleeding. 4. Notify your leader of the incident. Let him or her know if you need additional medical help. * In severe situations, such as a large cut or third-degree burn, please notify your leader who will immediately call 9-1-1.
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Tips To Prevent Injury:
Preventing injury is the best way to ensure safety. Please review and follow these safety tips to prevent injury before it happens: Shoes always need to be closed-toed, slip-proof, and water-proof. Barn staff must wear riding boots and approved riding helmets when riding. Clothing of outdoor staff should be protective against the sun and harsh weather. Consider wearing a broad-spectrum sunscreen, which prevents both kinds of harmful rays from the sun. Remember Safety in your range-of-motion: Please use caution when reaching, bending, leaning, and putting pressure on your joints, bones, and muscles. Squatting when picking up a heavy load is much easier on your back. Reaching a far distance to pick up something is harmful to your body. Exercise caution by keeping your back straight and elbows close to your sides when lifting or carrying an object.
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Pacific Ranch Bed & Breakfast Policy Quiz #1
Name: Department: Position: Instructions Please choose the best answer regarding the Pacific Ranch Bed & Breakfast policy handbook. 1) Which are the four main values of Pacific Ranch Bed & Breakfast? a. Honesty, Integrity, Loyalty, Respect b. Teamwork, Courtesy, Integrity, and Dedication c. Teamwork, Leadership, Motivation, Decision 2) Where can guests schedule a trail ride? a. The front desk of the Bed & Breakfast b. The horse barn c. By finding a manager 3) If you do not know the answer to a guests question, you should: a. Admit you dont know b. Send them to the front desk c. Tell them you will find out, go find out, and get back to them promptly Trainer: Date: Results:
4)
The gardens are off limits to guests. a. True b. False
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5) Pacific Ranch Bed & Breakfast houses outside events, such as weddings. a. True b. False
6)
Specialty items sold in the bakery all include produce grown on the ranch. a. True b. False
7)
Employees who work at Pacific Ranch Bed & Breakfast answer to: a. The Hospitality Manager b. The Grounds Manager c. The Owner d. All of the Above
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Pacific Ranch Bed & Breakfast Safety Quiz #2
Name: Department: Position: Instructions Please choose the best answer regarding the Pacific Ranch Bed & Breakfast policy handbook. 1) In case of Emergency, who should you call? a. 911 b. The manager c. The front desk 2) 3) 4) Where is the closest AED to your location? _________________ Where is the closest fire extinguisher to your location? __________________ In the case of a fire, you should: a. Try to extinguish yourself b. Stop, drop, and roll c. 5) Pull the nearest fire alarm Guests are allowed to be near horses without Riding staff supervision. a. True b. False 6) Pacific Ranch Bed & Breakfast houses outside events, such as weddings. a. True b. False Trainer: Date: Results:
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6)
If you are injured at work, you should: a. Treat it, then go back to work b. Report the injury to your leader immediately
7)
If a guest is drowning, a. Swim in to rescue them b. Go get help c. Throw in a life preserver
8)
What must you state when calling 9-1-1? a. This is an emergency, your name, the location/nature of the emergency c. This is an emergency, I need help, your location d. Nature of the emergency only
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WORKS CITED
Byars, L., & Rue, L. (2008). Human Resource Management, 9, 22-45. McGraw-Hill Irwin. New York, NY. Employers Guide for Doing Business in Oregon, Publication No. BICGUI1103, July, 2012. Oregon Business Guide. Corporation Division Office of the Secretary of State. Salem, Oregon. Ida L. Castro. Section 10: Compensation Discrimination. EEOC Compliance Manual. The U.S. Equal Employment Opportunity Commission. 5 December 2000. Accessed 8 May 2013. <http://www.eeoc .gov/policy/docs/compensation.html#1.%20OppositeSex%20Comparators> Kollman, F., & Saucier, P. Sample HR Forms and Company Policies. The Employment Brief Blog. Accessed 9 May 2013. <http://www.kollmanlaw.com/forms.html> Laws Enforced by EEOC. U.S. Equal Employment Opportunity Commission. 1999-2013. Accessed 8 May 2013. <http://www.eeoc.gov/laws/statutes/index.cfm>
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PacificRanchBed&Breakfast

Erin Miller ABM 490 12 June 2013

Pacific Ranch Bed & Breakfast

Hospitality Manager Front Desk Custodial

Executive Chef Pastry Chefs Stewards &Bussers

Barn Staff Sports Instructors Gardeners

Pacific Ranch Bed & Breakfast Facilities Bed and Breakfast:

Pacific Ranch Amenities The Lake:

Location and Local Attractions:

EDUCATION REQUIREMENTS: High School Diploma or equivalent

9:45-10:00am 15 mins 10:00-11:00am 1 hour

Dress Code and Appearance

Drugs and Alcohol Policy

Drug and Alcohol Testing

____________________________ Employee Name

Anti-Harassment and Discrimination Policy

No Sexual Harassment Policy

Equal Pay Act of 1963

Title VII of the Civil Rights Act of 1964

Age Discrimination in Employment Act of 1967

Pregnancy Discrimination Act of 1978

Immigration Reform and Control Act of 1986

Americans with Disabilities Act of 1990

Older Workers Benefit Protection Act of 1991

Civil Rights Act of 1991

Family and Medical Leave Act of 1993

Pacific Ranch Bed & Breakfast Employee Manual

__________________________________________________________ Last Name First Name (please print) Middle Initial

Date Employee's Signature

Hospitality Staff: Front Desk: $27,000-$37,000 Custodial: $20,000-$28,000 Housekeeping: $18,000-$25,000

Outdoor Recreation Staff: Sports Instructors: $10.00-$25.00/hr Barn Staff: $12.00-$18.00/hour

Paid Time Off (PTO):

Name: ___________________________ Position:__________________________ Performance Appraisal:

Department:______________________________ Seasonal Part-Time Full-Time

Supervisor Statement: Disciplinary Action (Describe): Previous Warnings/Counseling Statements:

Signature of Company Owner

Medical and Fire Emergency Procedures:

The gardens are off limits to guests. a. True b. False

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Pacific Ranch Bed & Breakfast Employee Policy Manual

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Name: _ Position: Performance Appraisal: