EMPLOYEE HANDBOOK

FAIR EMPLOYMENT PRACTICES:

Employment decisions are made on the basis of qualifications
and ability. Equal opportunity is afforded to all and discrimination
against anyone is prohibited. We comply with all equal employment
protection laws and do not discriminate on the basis of race, color,
national origin, religion, sex, age, handicap, veteran or marital status.
EMPLOYMENT STATUS:
Employment of each employee with the Chippewa Hotel
Waterfront, Pink Pony and Lilac Tree Suites and Spa is for the mutual
benefit of the hotels and the employee. ALL EMPLOYEES ARE AT-WILL
EMPLOYEES. All employees are free to terminate their employment
at any time for any reason. Likewise, the Hotel is free to terminate
any employee at any time and for whatever reason.
MODIFICATION:
The Hotels expressly disclaim the creation of any implied or express
guarantee of employment. No Hotel employee or department
manager or supervisor is authorized to modify the terms of this At-Will
employment relationship. Any modification to the terms of the

employment relationship must be in writing and executed by the

General Manager of the Hotel.
WORK SCHEDULES AND ABSENTEEISM:
All employees are required and expected to report for work when
scheduled. As a courtesy to other employees, plan to arrive at work
10 minutes before your scheduled time.
If you are unable to report to work on time, contact your
supervisor directly two hours before your scheduled shift.
If you cannot get in touch with your supervisor:
1.
Leave a message with the hotel operator stating your name,
department, the reason for not being able to report to work: and
2.
A number where you can be reached. Do not leave
messages with other individuals.
Employees, who are absent from work and who do not report or
call in may be considered to have voluntarily terminated their
employment.
Excessive absenteeism and/or tardiness (e.g. 3 times) will result in
termination.
APPEARANCE AND UNIFORMS:

Employee appearance and the way a uniform looks is directly

related to guest satisfaction. It contributes to ones ability to make
customers and guests feel comfortable and relaxed.
Employees are expected to maintain uniforms in good condition.
Uniforms are the employees responsibility. Employees to whom
uniforms are issued are required to wear it to work. Uniforms should
be clean and properly pressed. If the uniforms are not worn or are
worn in an inappropriate condition, the employee will be sent home.
Employees may not wear uniforms when not working.
Employees not issued a uniform, should select tasteful and
conservative clothing. No combs or other large visible objects
should be carried in pockets. Jeans or Jean shorts of any kind are
not allowed. Hair should be neatly trimmed. Gentlemen are not
permitted to wear earrings while on duty. Women may wear a
maximum of three earrings per ear. Womens jewelry should be
attractive and not gaudy. Women should not wear large pieces of
jewelry. Make-up should be tastefully applied and not excessive.
Perfume and cologne should not be over-applied and offensive.
Nails should be neatly trimmed and kept at moderate length. No
other visible piercings are permitted, including but not limited to
eyebrow, nose, tongue are lip.
Tattoos must NOT be visible while working.

POLICY AGAINST SEXUAL HARASSMENT:

The Chippewa Hotel Waterfront, Pink Pony and Lilac Tree Suites
and Spa do not tolerate any forms of sexual harassment.
Sexual harassment can be defined as unwelcome sexual
advances, requests for sexual favors and other verbal or physical
conduct of a sexual nature can constitute unlawful sexual
harassment if:
1.
2.

3.

Submission to the conduct is made either an explicit or

implicit condition of employment, or
Submission to or rejection of the conduct is the basis for
either continued employment or for decisions affecting pay,
benefits or advancement opportunities, or
The conduct has the purpose or effect of substantially
interfering with an individuals work performance or if it
creates an intimidating, hostile, or offensive work
environment.

SEXUAL HARASSMENT WILL NOT BE TOLERATED AT THE CHIPPEWA

HOTEL WATERFRONT, PINK PONYY OR LILAC TREE SUITES AND SPA.
Any alleged violation of this policy will be thoroughly investigated
as it arises. Prompt and appropriate action to eliminate violations will
be taken. Employees who violate this policy will be subject to

appropriate disciplinary action, up to and including termination of

employment.
If a situation develops which an employee feels should be
investigated, he/she should immediately contact their supervisor.
Everyone has a duty to report sexual harassment. Obviously, this
policy cannot be enforced unless any and all instances of harassment
are brought to the attention of the management. Thus, it is also the
policy of the Hotels that any employee who believes he or she has
observed another employee being subject to harassment, must report
that fact immediately and in writing to their supervisor (unless the
employee has good reason not to make the report to the supervisor, in
which case the employee may make a written report to any supervisor
or management personnel). The report will be promptly investigated
and remedial action will be undertaken as appropriate.
If a report of harassment is made in good faith, no employee will
be penalized in any way for raising issues under this policy.
OPEN DOOR POLICY:
We recognize that managers must make difficult decisions from
time to time which may impact an individual employee and/or overall
employee morale. In order to mitigate the possibility of potential
problems or ill will stemming from an employment decision and in order
to maintain an effective working environment, we have expressly
adopted this Open Door Policy. The Open Door Policy provides a basis

for resolving these problems by permitting and encouraging all

employees to talk about concerns or problems they may have in an
honest, open and forthright manner.
Under the Open Door Policy, employees at every level are
encouraged to resolve problems internally by following the systematic
review upward through the chain of command. All employees are
encouraged to discuss operating problems with their immediate
supervisor first. If necessary, they can discuss the problem with senior
management.
NO EMPLOYEE WILL BE PENALIZED IN ANY WAY FOR PURSUING A
SOLUTION THROUGH THIS PROCEDURE.
DRUGS AND ALCOHOL:
No employee will be permitted to report for work, nor be allowed
to continue to work, if that person is under the influence of drugs
and/or alcohol. No employee will be permitted to use or possess drugs
or other controlled substances (except as prescribed by a licensed
physician) on Hotel property or during working time. No employee will
be permitted to have alcohol in unsealed containers or to consume
alcohol during working time or on Hotel property during their off hours.
Drinking by underage employees will not be tolerated and the
employee will be terminated.
Possession or use of illegal narcotics or drugs will be promptly
reported to local authorities.

EMPLOYEE PRIVACY:
Collection of Information
The Hotel policy is to insure the confidentiality and proper use and
disclosure of personnel and medical records consistent with the Hotels
right to gather personal information.
Information which must be obtained for employment-related
decisions will be gathered in a fair, consistent and open manner. To
the extent feasible, only information which is current, relevant,
accurate and complete will be included.
Review of Files
Employees wishing to review their files may do so without securing
advance permission from their supervisors. Employees may request to
make corrections to their personnel records. When appropriate, those
corrections will be made. An Employee will be given the opportunity to
add written statements to his/her files as he/she deems necessary to
respond to the contents of his/her personnel file.
Reference Checks and Other Third-party Requests for Information
Under no circumstances should an employee divulge any
information regarding present or former employees. Except as required

by law, no information other than the dates of employment and

position title will be released to third parties without the prior written
consent of an active employee or a former employee.
PERSONAL TELEPHONE CALLS:
Receiving and making personal calls at the hotel is strictly
forbidden. Pay telephones are provided at St. Cloud. If you receive an
emergency phone call, the front desk will take a message for you and
will immediately contact you or your supervisor to relay the message.
CELL PHONES:
Cell phones are not permitted at work. Cell phones should be left
in your coat or backpack, not in your pocket, if brought in the building.
Employees using cell phones while working will be terminated.
Management cell phones are exempt from this policy.
SMOKING:
Smoking is prohibited while at work. Smoking is specifically
prohibited in elevators, hallways, reception areas, rest rooms, all public
areas, food preparation areas, kitchen and storeroom. Employees may
not smoke in the restaurant or lounge during working hours.

Smoking areas will be designated for use during breaks. A supervisor

can direct to these locations. Please note: Any smoking break must be
OKd by management.
THEFT:
Theft of any kind is strictly prohibited. Instances of theft may be
reported to local authorities. All employees are required to report any
information they have concerning the theft of property. Remember all
products and supplies are the sole property of the Hotel. If you are
taking or being given any unauthorized goods, termination will result.
USE AND CARE OF COMPANY PROPERTY:
While employed by the Chippewa Hotel/Lilac Tree Hotel
organization, employees are not permitted in the following areas unless
they are working or paying for a service at that location:
1.
2.
3.
4.
5.

Guest Rooms & hallways.

Restaurants/Bar.
Outdoor patio & Pool
Front Desk/Lobby.
Lower Level Lilac Tree.

Employees may only use the above areas upon receiving express
permission by the General Manager.

LOITERING:
Employees are not allowed on property when they are not
punched in. The only exceptions are the Employee Caf and (if you
are over 21), the Pink Pony.
FIGHTING:
Fighting is prohibited.
GAMBLING:
Gambling is prohibited.

COMPENSATION/PAY PERIODS
Employees are paid every two weeks. Checks will be distributed
after 2:00 p.m. by your supervisor on pay day. Checks will not be
distributed before that time DO NOT ASK FOR YOUR CHECK EARLY. In
addition, there will be no pay advances whatsoever. Any
discrepancies in your check should be reported to management.
TIPPING:

Tipped employees are expected to share a portion of the

gratuities with fellow support employees (i.e. bartenders, bus persons
and hostesses). Tip sharing protocol will be explained in more detail by
your manager. Tipped employees should never question the amount
of a gratuity a guest leaves.
Bartenders and Wait staff are required to report tips earned as
directed in the tip booklet provided by the accounting office.
TRAVEL ALLOWANCE:
A travel allowance will be paid to these employees who remain
continuously employed by the Hotels during the course of their
employment as explained in the Acceptance of Employment. Not
everyone receives a travel allowance. Your Acceptance of
Employment form will state if you are to receive a travel allowance or
not. This travel allowance is subject to applicable payroll taxes.