Ski & Snowboard Club Vail Employee Handbook December 13, 2013
Table of Contents Letter from the Executive Director……………………………………………………………………..4 Organizational Overview………………………………………………………………………………..5 Organizational Philosophy Elevator Speech Organizational Structure EEO & Sexual Harassment……………………………………………………………………………….8 Employment Overview………………………………………………………………………………….10 Professional Expectations Volunteerism Swap World Cup & Other Events Communication Responses to Membership Standards of Conduct Uniform Policy Helmet Policy Employment at SSCV…………………………………………………………………………………….13 Proof of Health Insurance USSA Membership USSA and/or PSIA Certifications Employee Status Pay for Salaried Employees Compensation Guidelines Hours of Work Vacation Policy Time Recording Pay Days Expense Reports and Check Requests Continuing Education Departure from SSCV Problem Solving Benefits at SSCV…………………………………………………………………………………………...18 Ski Pass Medical and Dental Insurance Cafeteria Plan/Flexible Spending Plans Retirement Leaves of Absence FMLA Jury Duty Communication and Safety…………………………………………………………………………….22 Voicemail and Email Policy Social Media Policy Out of Bounds Skiing and Riding 12/13/2013 2
Worker’s Compensation Policy and Procedures Drugs, Alcohol & Tobacco Weapons Policy Disciplinary Procedures On Mountain Safety…………………………………………………………………………….…….…..31 Mountain Operations Appendix A………………………………………………………………………………………….….….32 SSCV Child Protection Safe Sport Guidelines Acknowledgement of Receipt of Drugs and Alcohol Policy……………………………….…….36 This page must be returned to the Member Services Manager At Will Disclaimer & Acknowledgement of Receipt of Handbook..……………………….……37 This page must be returned to the Member Services Manager
Letter from the Executive Director 12/13/2013
Welcome to Ski and Snowboard Club Vail! Ski & Snowboard Club Vail has a 50 year history pursuing our mission of "Inspiring Character Growth and Excellence", through our 5 disciplines of Snowboard, Nordic, Freeskiing, Alpine and Freestyle; our snow sports athletes develop their love of skiing and riding and strive to maximize their personal potential while developing character, enhancing lives, careers and relationships into adulthood. Our vision is to be the leading youth development organization in the community and the premier snow sports club in the world. To do so requires an extraordinary commitment every day to serve our members and their families by providing a professional and safe environment of fun, challenge, learning and respect. This handbook is designed to assist you in becoming familiar with the company's policies and procedures. Please read it thoroughly. Should you have any questions, please feel free to ask your supervisor for additional information. Thank you for being part of our team! I look forward to working together to make our organization even stronger and more successful as we strive to fulfill our Mission and Vision. Sincerely, SKI & SNOWBOARD CLUB VAIL
Aldo Radamus Executive Director
Organizational Overview 12/13/2013
SSCV MISSION Inspiring character growth and excellence SSCV MOTTO For the kids SSCV VISION To be the leading youth development organization in the community To be the premier snow sports club in the world SSCV VALUES Character, Courage, Commitment Organizational Philosophy Ski & Snowboard Club Vail (SSCV) is a community based youth competition sports and educational organization catering to all abilities, interests and ages. Our primary goal is to provide a safe, healthy, challenging and positive environment for every participant. Each club member will be treated with respect, concern and compassion and is deserving of equal attention from the staff. SSCV staff is expected to focus equally on the development of the student, the athlete and the individual. Development in each of these areas is complimentary to the others. SSCV staff has a responsibility to be role models to the kids in our programs and throughout the community. All staff members of SSCV are responsible for being familiar with club guidelines and philosophies as described in both this handbook and the Parent/Athlete Handbook and for enforcing and upholding these rules and guidelines. The contents of this handbook summarize present SSCV programs, guidelines and practices and may be amended, changed, interpreted or eliminated at any time by the Executive Director and the Board of Trustees. Elevator Speech The Elevator Speech is designed to be a succinct yet effective way for our staff to communicate the mission and message of SSCV to neighbors, friends, and anyone we come into contact with that has an interest or question about the program. â€œSki and Snowboard Club Vail has a 50 year history helping kids pursue their dreams in snow sports and grow as individuals. Our athletes range from 6 year olds just starting out in Future Stars to World Championship and Olympic medalists like Chris DelBosco, Heidi Kloser and Lindsey Vonn. 12/13/2013
Sport is one of the first things in which a child aspires to achieve. While weâ€™re very proud of the athletic successes of SSCV, itâ€™s the lessons learned from setting goals, working hard to pursue dreams and being gracious in both victory and defeat that will enrich the lives of our young men and women well beyond their time as athletes. Ski and Snowboard Club Vail is one of the oldest non-profit charitable organizations in the Vail Valley and benefits greatly from the generosity of the community helping to provide programs to families of all socio-economic backgrounds.â€?
EEO & Sexual Harassment 12/13/2013
Ski & Snowboard Club Vail (SSCV) is dedicated to the principles of equal employment opportunity (EEO). ADA and Religious Accommodation SSCV will make reasonable accommodation for qualified individuals with known disabilities and employees whose work requirements interfere with a religious belief unless doing so would result in an undue hardship or a direct threat to SSCV. Employees needing such accommodations are instructed to contact their supervisor or Member Services Manager. EEO Harassment SSCV strives to maintain a work environment free of unlawful harassment. In doing so, SSCV prohibits unlawful harassment because of age 40 and over, race, sex, color, religion, national origin, disability, genetic information, or any other applicable status protected by state or local law. Unlawful harassment includes verbal or physical conduct that has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. Actions based on an individual’s age 40 and over, race, sex, color, religion, national origin, disability, genetic information, or any other applicable status protected by state or local law will not be tolerated. Prohibited behavior may include but is not limited to the following: • • •
Written form such as cartoons, e-mail, posters, drawings, or photographs Verbal conduct such as epithets, derogatory comments, slurs, or jokes Physical conduct such as assault, or blocking an individual’s movements
This policy applies to all employee including managers, supervisors, co-workers, and nonemployees such as customers, clients, vendors, consultants, volunteers etc. Sexual Harassment SSCV strongly opposes sexual harassment and inappropriate sexual conduct. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when: • • •
Submission to such conduct is made explicitly or implicitly a term or condition of employment Submission to or rejection of such conduct is used as the basis for decisions affecting an individual’s employment. Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.
All employees are expected to conduct themselves in a professional and businesslike manner at all times. Conduct which may violate this policy includes, but is not limited to, sexually implicit or explicit communications whether in: •
Written form, such as cartoons, posters, calendars, notes, letters, social media, e-mail.
Verbal form, such as comments, jokes, foul or obscene language of a sexual nature, gossiping, or questions about another’s sex life, or repeated unwanted requests for dates. Physical gestures and other nonverbal behavior, such as unwelcome touching, grabbing, fondling, kissing, massaging or brushing up against another’s body.
Complaint Procedure If you believe there has been a violation of the EEO policy or harassment based on the protected classes outlined above, including sexual harassment, please use the following complaint procedure. SSCV expects employees to make a timely complaint to enable SSCV to investigate and correct any behavior that may be in violation of this policy. Report the incident to your direct supervisor, or one of the following employees, who will investigate the matter and take appropriate action. Member Services Manager – Maria Pavese, 970-790-5121 General Manager – Mike Trueblood, 970-790-5151 Your complaint will be kept as confidential as practicable. SSCV prohibits retaliation against an employee for filing a complaint under this policy or for assisting in a complaint investigation. If you perceive retaliation for making a complaint or your participation in the investigation, please follow the complaint procedure outlined above. The situation will be investigated. If SSCV determines that an employee’s behavior is in violation of this policy, disciplinary action will be taken, up to and including termination of employment. Additional Resources and Guidelines SSCV follows all relevant guidelines and protocols regarding matters of Abuse, Molestation and Sexual Harassment put forth by USSA as listed at: http://ussa.org/global/policy-abuse-molestation-and-sexual-harassment And additional guidelines and protocols put forth by the USOC as listed at: http://safesport.org/ All Coaching Staff, Administration, Volunteers and Members of SSCV will be beholden to all information listed in the USSA and USIC Policies. All guidelines and protocols are subject to relevant and timely updates. SSCV will be beholden hereto relevant updates to this policy as it occurs.
Employment Overview 12/13/2013
Professional Expectations • Staff will be punctual, professional, organized and prepared at all times • The safety and well-being, both physical and mental, of our athletes and staff is the highest priority • SSCV is a service organization. As such, it is our job to provide the best possible service to all our participants, parents and to the community at large • Each SSCV staff member must assume responsibility for every participant in any program and be responsible for upholding and enforcing the SSCV Honor Code and all SSCV policies in all circumstances and consistently with all Club members • Employees, participants and parents are encouraged to communicate first with their primary coach or teacher, then the program Head Coach followed by the Program Director, Executive Director and finally the Board of Trustees. SSCV is the beneficiary of a great deal of community support and assumes a responsibility not only to provide great programs that serve kids but also to use the power of our staff and membership to give back to our community. •
It is expected that all full time staff of SSCV support and participate in all major fundraisers held by the club. Major fundraisers are the Celebration of Winter, the Annual Swap, Town Race Series, Fall Spectacular and other events added from time to time. All full time coaching staff that are in town during any SSCV hosted competitive event are expected to assist with the production of that event, e.g., Spring FIS series, Junior Championships, RMF Freestyle, Vail Cup etc, when not fulfilling specific coaching duties with their primary program. All coaching staff are expected to support, encourage and make opportunities for team members to participate in the Downhill Dash, our annual Scholarship Fundraiser. All salaried SSCV staff members are expected to be on the hill to help with all the Town Race Series Races. Coaching staff will be given specific assignments that they are expected to accomplish in order to assure the success of the Town Race Series. If you are able to give a small gift towards the scholarship fund, we would greatly appreciate it. It is a very powerful message to be able to tell our supporters that “100% of our staff contributes to the scholarship fund.” Gifts typically range between $20 and $200 but anything at all is appreciated.
Volunteerism Ski Swap The annual Ski Swap is both a major fundraiser and traditional community event. The Swap annually raises up to 10% of the total fundraising budget while providing our community a great service. All full time paid staff are required to participate in the swap set-up and tear down. World Cup The Birds of Prey World Cup is an opportunity for the Vail Valley to host world class ski racers and be on the International stage promoting our community. Vail Resorts is SSCV’s largest supporter every year. In return for their generosity for hill space and hill maintenance all winter long, SSCV is requested to provide its unique skills and expertise yearly for the World Cup. Thus, paid staff may be asked to participate in Birds of Prey related activities. 12/13/2013 10
Burton US Open The Burton US Open in Vail will host over 100 of the world's best riders for four days of progressive Halfpipe and Slopestyle competitions. SSCV staff and volunteers contribute their time and expertise to support Burton and the snowboard communities. Other Events SSCV will be hosting various events that will require the expertise of the SSCV staff. Please expect that you may be asked to participate in these events.
Communication Response to Membership
Standards of Conduct 12/13/2013
The atmosphere in which you work is important to how you perform your job duties. It is also important that your work environment is safe. Accordingly, certain standards of conduct based on generally accepted behavior and common sense are expected. Uniform Policy The official uniform sponsors of Ski & Snowboard Club Vail are DESCENTE/DNA and Under Armour. If you are a member of the on hill staff, you are required and committed by our sponsorship agreement to wear the official uniform, along with your name tag when on duty. Uniforms will be issued to all other SSCV staff based on availability. Helmet Policy SSCV’s goal is to establish and maintain a safe and healthy work environment. Employees who ski or snowboard are always at risk for head injuries from contact with the snow surface or other natural and man-made objects while performing their jobs tasks. SSCV employees must wear a helmet compliant with ASTM F 2040-06 Standard Specification for Helmets Used for Recreational Snow Sports while skiing or riding at work. Employees are responsible for providing the helmets at their own cost. Responsibilities: • Always wear your helmet in the proper position • Fasten your buckle and tighten your chin strap • Check your adjustments every time you wear your helmet • Inspect your helmet regularly for signs of wear or damage • Don’t wear a helmet that has been in an accident • Don’t attach anything to the helmet unless recommended by the manufacturer • Don’t wear anything hard or sharp under your helmet • Don’t take unnecessary risk just because you are wearing a helmet • All stickers, decorations markings, or paint on helmets must be appropriate. GENERAL GUIDLINE: When in doubt, if your skis/board are on your feet, your helmet is on your head, uniform is on your body. Employment at SSCV Proof of Health Insurance All employees, volunteers and interns of Ski and Snowboard Vail must have and keep current at a minimum a catastrophic medical/health insurance policy while employed by SSCV. Any employee that does not provide proof of health insurance coverage has not completed the hiring process therefore is not eligible for a season’s pass. USSA Membership 12/13/2013
All coaching staff (on snow staff of SSCV that participate in USSA sanctioned events) are required to be current members of USSA. Application forms can be downloaded from http://ussa.org/global/ussa-fis-membership-applications. Any employee that does not provide proof membership has not completed the hiring process therefore is not eligible for a season’s pass. USSA and/or PSIA Certifications Level I Certifications SSCV will provide opportunities for coaches to obtain Level 100 locally. Coaches that do not attend SSCV provided opportunity are expected to obtain certification at their own expense. SSCV will reimburse each coach who passes either USSA Level 300 or PSIA Level 3 Certification the cost of taking the course in the fall after the exam is taken. Upon passing either of these courses SSCV coaches that are paid daily will be given a $10.00 per day raise in pay. Salaried coaches will be given a pay raise of $100.00 per month upon satisfactory completion of either of these courses. Coaches are expected to notify their program directors upon completion and to provide the certificate documentation. SSCV will reimburse clinic costs in the season following certification with prior approval from the Human Performance Director. A copy of the appropriate certification will be given to the Member Services Manager for filing in the coaches’ personnel file. Employee Status Year-Round Employees- A year round employee is employed with SSCV for a fiscal year, which runs May 1 – April 30. Full Time Seasonal Employees- A full time seasonal employee is employed with SSCV for approximately 6 months at a time and works 3-6 days a week. Part Time Seasonal Employees- A part time seasonal employee is employed with SSCV for approximately 4-6 months at a time and works 2-3 days per week. Part Time Hourly Employees- A part time hourly employee is employed with SSCV typically from September-May. Pay for Salaried Employees Salaried employees will be paid on a salary basis. This means salaried employees will regularly receive a predetermined amount of compensation each pay period and are exempt from overtime. SSCV is committed to complying with salary basis requirements which allows properly authorized deductions. 12/13/2013
If you believe an improper deduction has been made to your salary you should immediately report this information to the CFO & Business Manager. Reports of improper deductions will be promptly investigated. If it is determined that an improper deduction has occurred, you will be promptly reimbursed. Compensation Guidelines We review individual salaries to pay according to the employeeâ€™s overall job performance, contribution and responsibilities. Our salary ranges are periodically assessed in order to remain competitive with our identified market. We also take the companyâ€™s financial position into consideration. Salary increases are not automatic and are awarded only when merited. Hours of Work Normally, our workday begins at 8:00 a.m. and ends at 5:00 p.m. It may be necessary for employees to work at times other than the regularly scheduled hours, depending on the needs of SSCV. When this occurs, you will be notified by your supervisor. Vacation Policy Full time, year-round staff members will have paid vacation time, which SSCV expects to be taken from approximately 04/15 through 10/15. Employees are expected to request time off via email from their direct supervisor. Direct supervisors will forward emails to CFO and General Manager as applicable for vacation time recording and tracking. Vacation days are granted in accordance with the schedule below: Years of Service 1-3 Years 4-6 Years 7+ Years
Flexible Vacation* 1 Week 2 Weeks 3 Weeks
Fixed Vacation 2 Weeks 2 Weeks 2 Weeks
*This represents the standard amount. Additional vacation time may be granted at the discretion of the Executive Director For purposes of the calculation a week is defined as 5 business days. Vacation time earned but not used by the end of the fiscal year can be carried over to the following year, up to two weeks. Time Recording For those employees on an hourly or daily rate of pay, time is recorded on a Time Sheet. Employees are expected to accurately record their hours worked rounded to the nearest fifteen minutes. These documents can be found on Google docs or upstairs in the SSCV clubhouse. Time sheets are due on the 10th and 25th of each month and must be approved by a supervisor prior to submittal to the CFO. 12/13/2013
Pay Days Employees are paid on the 15th and the last business day of the month. If the regular payday occurs on a holiday, the payday is the last business day prior to the holiday. On each payday, employees receive a statement showing gross pay, deductions and net pay. These can be found online at the ADP payroll portal: https://portal.adp.com/public/index.htm Automatic deductions such as additional tax withholding, contributions to voluntary benefit plans and individual savings plans may be arranged through the CFO. For the employees’ convenience, we offer the option of having their paycheck automatically deposited to their bank account. Expense Reports and Check Requests Check requests for travel advances are due 48 hours before departure. Please be sure that expense reports and check requests are approved by your direct supervisor and that they are in by the deadline. Unsigned expense reports and check requests will not be paid. For authorized business related expenses, SSCV has a corporate American Express card. Spending requests should be submitted to your supervisor and approved by the CFO prior to purchases of over $1,000.00. From time to time it may not be feasible to use the company card in which case employees will submit expense reports for reimbursement with all supporting receipts attached. Any expense report with any single item above $1,000.00 must have a credit card statement attached. Items purchased with personal funds and reimbursed by SSCV will become the property of SSCV. Expense reports must be turned in within 30 days of the end of any project or they are invalid. All expense reimbursements and check requests must be approved by the employee’s immediate supervisor via signature or electronic approval. Generally, staff will utilize SSCV vans to travel. In the instance where vans or car pools are not available, your supervisor may authorize you to use your personal vehicle to travel. Employees authorized to use their personal vehicle will be required to complete an expense report and will be reimbursed at a rate of 41¢ per mile. Each coach will receive $40.00 per full day (overnight stay), and $20.00 per half day (a half day is less than defined above), for meal expenses while traveling. If making an advance check request, (see appendix C) it must be approved by your program director and submitted to the bookkeeper 48 hours prior to departure. The bookkeeper will issue a check, not cash.
Lodging expenses will be reimbursed separately. Athletes' lodging and expense must be submitted in accordance with Travel Policy, available upon request. Van fees will be submitted and collected in accordance with Van Policy, available upon request. Cash and checks will not be directly collected from athletes in vans. Continuing Education As a member of the SSCV coaching staff, all Program Directors are required to complete 25 hours; Head Coaches 20 hours; Assistant Coaches 18 hours, and Part Time/Weekend Coaches 12 hours of continuing education annually. SSCV will offer a minimum of 25 hours of continuing education at no charge to SSCV staff in-house. Continuing education will be provided in a wide variety of subjects. Departure from SSCV Fulltime Year Round Employees • We request that you provide as much advance notification as possible; typically two weeks or more is customary to your direct supervisor • We also ask that you participate in an exit interview with your direct supervisor Seasonal and Part Time Employees • We ask that you participate in an exit interview with your direct supervisor Problem Solving Employees who disagree or are dissatisfied with SSCV practices should promptly discuss the matter with their immediate supervisor, where appropriate. Normally, this discussion should be held within three to five days of the incident, or in a timely manner. Discussions held in a timely manner will enhance our ability to resolve concerns while it is fresh in everyone’s mind. The majority of misunderstandings can be resolved at this level. If the solution offered is not satisfactory, or if it is inappropriate to go to the supervisor, then employees are encouraged to take the problem to the General Manger. Employees may submit a written complaint to the Member Services Manager for review and final decision about the situation if the problem still cannot be resolved. Also see EEO/Harassment Complaint Procedure on page 6.
Benefits at SSCV Ski Pass All SSCV employees are eligible to receive a ski pass through SSCV for the season. The pass will not be assigned if the employee is not in compliance. This pass can be revoked and will be deactivated if employment is terminated. 12/13/2013
Medical and Dental Insurance Medical and Dental insurance is currently offered to full time year round employees. Cafeteria Plan/Flexible Spending Plans SSCV offers a “cafeteria plan” to all employees. The cafeteria plan allows SSCV employees to make pre tax contributions into a cafeteria plan/flexible spending plan. These funds can then be used to pay for insurance co-pay, deductibles and child care. For more information, please see the CFO. Retirement SSCV offers our employees the option to contribute pre-tax dollars from their paycheck to an SSCV 403(b) retirement account held at Alpine Bank. SSCV is proud to be able to support our employees with a potential match of up to 100%, up to 20% of salary. This match is at the discretion of the Executive Director and the financial position of the company is considered before making the match. The match occurs at our fiscal year end around April 30. The matches are subject to a 5 year vesting schedule, with employees earning 20% of the match each year until they have been employed for 5 years. Please contact the SSCV CFO, Tiffany, at email@example.com or 970-790-5127 for more information or to sign up for an account. Leaves of Absence Family and Medical Leave (For Employees Covered by FMLA) SSCV provides up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons: • Incapacity due to pregnancy, prenatal medical care, or child birth • To care for the employee’s child after birth, or placement for adoption, or foster care • To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition • Serious health condition that makes the employee unable to perform the employee’s job Military Family Leave Entitlements Eligible employees with a spouse, son, daughter, or parent on active duty or called to active duty status in the National Guard or Reserves may use their 12 week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. Eligible employees may also take up to 26 weeks of leave to care for a covered service member during a single 12 month period. A covered service member is a current member of 12/13/2013
the Armed Forces, including a member of active duty. Covered service members also includes veterans who were members of the Armed Forces, National Guard, or Reserves at any time during the period of five years preceding the start of treatment, recuperation, or therapy. The injury or illness must make the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy, or is in outpatient status, or is on the temporary disability retire list. In the case of a veteran, the qualifying illness or injury must be incurred or aggravated in the line of duty and manifest itself before or after the service member becomes a veteran. Benefits and Protections During FMLA leave, SSCV maintains the employee’s health coverage under any group health plan on the same terms as if the employee had continued to work. Employees must continue to pay their portion of any insurance premium while on leave. If the employee is able but does not return to work after the expiration of the leave, the employee will be required to reimburse SSCV for payment of insurance premiums during leave. Upon return from FMLA leave, most employees are restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. Certain highly compensated employees (key employees) may have limited reinstatement rights. Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave. As with other types of unpaid leaves, paid leave will not accrue during the unpaid leave, Holidays, funeral leave, or employer’s jury duty pay are granted on unpaid leave. Eligibility Requirements Employees are eligible if they have worked for SSCV for at least 12 months. Definition of Serious Health Condition A serious health condition is an illness, injury, impairment, or physical or mental condition that either prevents the employee from performing the functions of the employee’s job, prevents a qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three consecutive full calendar days combined with at least two visits to health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to chronic condition. Other conditions may meet the definition of continuing treatment. Use of Leave The maximum time allowed for FMLA leave is either 12 weeks in the 12 month period as defined by SSCV, or 26 weeks as explained above. It is SSCV policy to define the 12 month period as measured forward from the first day of an employee’s leave. An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must 12/13/2013 19
make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt SSCV’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis. Employees taking intermittent or reduced schedule leave based on planned medical treatment and those taking intermittent or reduced schedule family leave with SSCV’s agreement may be required to temporarily transfer to another job with equivalent pay and benefits that better accommodates that type of leave. Substitution of Vacation Time for Unpaid Time Off SSCV requires employees to use vacation time while taking FMLA leave. Vacation time used at the same time as FMLA leave must be taken in compliance with the SSCV’s normal vacation time policies. If an employee fails to follow SSCV’s policies, the employee cannot use vacation time, but can take unpaid leave. FMLA leave is without pay when vacation time benefits are exhausted. Employee Responsibilities Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with SSCV’s normal call-in procedures. Employees must provide sufficient information for SSCV to determine is the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions; the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military leave. Employees also must inform SSCV if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees are required to provide certification and periodic recertification supporting the need for leave. SSCV may require second and third medical opinions at SSCV’s expense. Documentation confirming family relationship, adoption, or foster care may be required. If notification and appropriate certification are not provided in a timely manner approval for leave may be denied. Continued absence after denial of leave may result in disciplinary action in accordance with SSCV’s attendance guideline. Employees on leave must contact their direct supervisor and Member Services Manager at least two days before their first day of return. SSCV’s Responsibilities SSCV will inform employees requesting leave whether they are eligible under FMLA. If they are, the notice will specify any additional information required as well as the employees’ rights and responsibilities. SSCV will provide a reason for the ineligibility if they are not eligible. SSCV will inform employees if leave will be designated as FMLA protected and the amount of leave counted against the employee’s leave entitlement. If SSCV determines that the leave is not FMLA protected, SSCV will notify the employee. Unlawful Acts 12/13/2013
FMLA makes it unlawful for SSCV to: • Interfere with, restrain, or deny the exercise of any right provided under FMLA • Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. Enforcement An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against SSCV. FMLA does not affect any federal or state law prohibiting discrimination, or supersede any state or local law or collective bargaining agreement which provides greater family or medical leave rights. Military Leave Employees granted military leave of absence are re-instated and paid in accordance with the laws governing veterans’ re-employment rights. Paternal Involvement Leave (Paid Leave Substitution) Eligible employees may be granted paternal involvement leave to attend academic activities for school aged children. To be eligible, an employee must work in a nonexecutive or nonsupervisory capacity and be the parent or legal guardian of a child enrolled in either public or private grades K-12 or certain nonpublic homes-based educational programs. Employees can take leave for the following academic activities: Parent-teacher conferences and meetings about special education services, response to intervention, dropout prevention, attendance, truancy, or disciplinary issues. Use of Leave Full-time employees may take up to a maximum of 18 hours in an academic year to attend such activities. Part-time employees may take leave on a prorated basis. Employees may not take more than six hours of leave in any one-month period and leave may not be taken in increments of longer than three hours. Voting Voting is an important responsibility we all assume as citizens. We encourage employees to exercise their voting rights in all municipal, state, federal elections. Under most circumstances, it is possible for employees to vote either before or after work. If it is necessary for employees to arrive late or leave work early to vote in any election, employees should arrange with their supervisor no later than the day prior to Election Day. Domestic Abuse Leave Employees subject to domestic abuse may be eligible for a leave for absence. Jury Duty SSCV recognizes jury duty as a civic responsibility of everyone. When summoned for jury duty, an employee will be granted leave to perform his or her duty as a juror. If the employee is excused from jury duty during his or her regular work hours, he or she is expected to report to work promptly. 12/13/2013 21
Employees receive regular pay for the first three days of jury duty if they were scheduled to work and they provide confirmation of juror service. Beginning the fourth day and thereafter, employees, as jurors, are paid $50.00 per day by the State of Colorado for state, district, or county court jury duty. For jury duty in excess of three days, employees receive the difference between jury duty pay and their regular pay up to a maximum of ten days (80 hours). Jury duty leave beyond this time is without pay from SSCV. Communication and Safety Voicemail and Email Policy All voicemail, email and text messages composed, sent or received through SSCV’s computer network, email system, or on a company provided cell phone, are the property of SSCV. These communications do not belong to the employee. Employment with SSCV gives SSCV the right to intercept, access, view, monitor, and use all such communications; whether the content is related to SSCV business or employee’s personal matters. Employees are prohibited from using SSCV-provided technology for any illegal purposes. Employees are specifically prohibited from using SSCV-provided technology in any way that would harm SSCV, an employee of SSCV, or a client, sponsor or supporter of SSCV, including, but not limited to, downloading illegal or copyrighted materials such as pornography, music or films; or disseminating an email or text message that may create a hostile work environment, is sexual in nature, violent, or obscene; or that transmits SSCV or client confidential information to outside third parties without SSCV’s consent. In general, personal communications while on SSCV time should be kept to a minimum, and limited where possible to breaks or personal time. It is suggested that any personal communications that an employee does not wish to share with SSCV be conducted via separate, private, voicemail, email and/or cell phone accounts. All email and other contact lists associated with SSCV-provided email addresses, as well as all electronic membership and other databases on SSCV’s computer network, are the property of SSCV. Employee may access and use email contact lists with the permission of SSCV management. However, the contact lists remain the property of SSCV and may not be used by employees for personal purposes, nor should the contact lists be taken with employees in the event that their employment is terminated. If employee’s employment with SSCV is terminated voluntarily or otherwise, all SSCVprovided technology must be returned. Social Media Policy As it pertains to social media, Facebook, Twitter etc please understand that your employment at SSCV puts you in the public spotlight. Be mindful of what you post on these 12/13/2013
mediums and who you are connected with. SSCV recommends taking steps to ensure privacy to your personal pages and in addition to create program specific pages where you may communicate with athletes, parents etc. Out of Bounds Skiing and Riding Ski & Snowboard Club Vail is not responsible for staff or club membership who are skiing or riding outside of a ski area boundary. Access to the back country from a ski area must be through designated gates only and must be accessed while the ski area is open for normal operations. Rescue in the back country is the responsibility of the local sheriff’s office and the cost of rescue operations is the responsibility of the injured individual. Information about skiing/riding in the backcountry, along with weather and avalanche may be obtained by calling the ski patrol at the local ski area. Out of area skiing/riding is prohibited under the following conditions: • When working or acting as a representative of Ski & Snowboard Club Vail. • When in uniform. • When with any club member in an official or unofficial role. DO NOT ski/ride on slopes or trails closed by means of signs or ropes. This includes any closed area on Gold Peak that is not a designated training area. DO NOT SKI/RIDE UNDER ROPES FOR ANY REASON! Employees of Ski & Snowboard Club Vail will under no circumstance enter a closed area on Vail Mountain or any other ski area for any purpose unless given specific permission by the local ski area Ski Patrol. Worker’s Compensation Policy and Procedures Injuries suffered by Ski & Snowboard Club Vail employees while on the job may be covered by Worker’s Compensation Insurance. • On the job skiing and snowboarding injuries should be reported to the local ski area Ski Patrol and with the SSCV Member Services Manager on the day of or within 24 hours of incident. • Employees are required to report any injury within 24 hours of the injury, preferably by the end of the working shift, on the day of the injury to the Program Director and the SSCV Member Services Manager. A report must be made, even if the employee does not wish to seek medical attention. • Only Ski & Snowboard Club Vail work-related injuries are covered by Worker’s Compensation. • If there is an injury that requires medical attention, employees must see a physician at Colorado Mountain Medical as soon as possible, ideally within 24 hours. If an injury occurs and a visit to Colorado Mountain Medical is not possible due to location, employee should seek immediate medical attention. Upon return employee must see a physician at Colorado Mountain Medical within 24 hours. Colorado Mountain Medical is the only authorized facility that handles SSCV’s worker’s compensation 12/13/2013
claims. All documentation, reports of injury need to be completed and signed off by the Member Services Manager. It is the injured employee’s responsibility to provide the SSCV Member Services Manager with a physician’s report after EVERY doctor’s visit. This report contains the employee’s current status and restrictions. Employees are not allowed to work outside given restrictions, NO exceptions will be made.
If time from work will be lost: • Be sure to advise Ski & Snowboard Club Vail’s Member Services Manager immediately!! • Ski & Snowboard Club Vail will make modified duties within the employee’s restrictions available if possible. • Medical Appointments During Work Hours It is encouraged that appointments are made outside of work hours or at the beginning or end of a shift. ALL SKI AND SNOWBOARD CLUB VAIL EMPLOYEES ARE REQUIRED TO HAVE UP-TO-DATE HEALTH INSURANCE TO COVER ALL NON-WORK RELATED INJURIES Coverage: • SSCV coaches are covered by worker’s compensation during all work assignments. • SSCV coaches are NOT considered to be within the course and scope of their employment and therefore, are not covered by Worker’s Compensation when free skiing or riding; including but not limited to free skiing and riding before and after work assignments. • Clinics covered by Worker’s Compensation include the following: o All official, scheduled alpine, Nordic, Freeski, freestyle and snowboard training clinics, that are posted on the training calendar of SSCV. o Coaches must be qualified to coach in the specific discipline in order to be covered by Worker’s Compensation. For example, an alpine coach is covered when in an alpine clinic, but is not covered when taking a snowboard clinic unless; the coach is certified to coach snowboarding. o Employees are not covered when learning a new sliding sport • False Worker’s Compensation claims will result in disciplinary action up to and including termination and/or prosecution. If not injured on the job, do not file a Worker’s Compensation claim. • Employees should be aware of the circumstances that could result in restriction of Worker’s Compensation benefits. Reduction of benefits may occur if: o Willful failure to use approved equipment. o Willful failure to use a safety devices o Willful failure to obey safety rules/policies (e.g., neglecting to report an incident at the time it occurred). o Evidence of or admittance of drug or alcohol use by the employee. o Willful misconduct. Failure to adhere to the SSCV coaching guidelines. • If the employee is involved in an on-the-job injury in which the injury is caused by the willful failure of the employee to use appropriate safety devices or willful failure to obey safety rule, benefits may be reduced by 50%. 12/13/2013
Employees must follow through on and attend appointment schedules that are established by the treating physician in order to receive Worker’s Compensation benefits. Failure to attend scheduled appointments may result in disciplinary action, including possible termination. It is the intent of Ski & Snowboard Club Vail to increase employee safety awareness in order to reduce the number of Workman’s Compensation claims. All employee should always exercise due caution and be aware of their surroundings whenever they are participating in a sliding activity.
Drugs, Alcohol & Tobacco Policy •
Purpose Ski & Snowboard Club Vail is committed to a safe, healthy, and productive work environment for all employees free from the effects of substance abuse. Abuse of alcohol, drugs, or controlled substances impairs employee judgment, resulting in increased safety risks, injuries, and faulty decision-making. Scope This policy applies to all employees. All employees have been issued upon initiation of this policy or upon hire (whichever is later) a copy of the company policy that describes what substances will be tested for and under what conditions employees will be tested. Statement of Policy To ensure a safe and productive work environment the company prohibits the use, sale, dispensation, manufacture, distribution or possession of alcohol, drugs, controlled substances, or drug paraphernalia on any company premises or worksites. This prohibition includes company owned vehicles, or personal vehicles being used for company business or parked on company property. Additionally, SSCV may take disciplinary action, including discharge, for the illegal (under federal or state law) offduty use, sale, dispensation, manufacture, distribution or possession of drugs and controlled substances and the illegal use or distribution of alcohol. No employee shall report to work or be at work with alcohol or with any detectable amount of prohibited drugs in the employee’s system. A detectable amount refers to the standards generally used in workplace drug & alcohol testing. When an employee must take prescription or over-the counter drugs, the employee must ask the medical professional or pharmacist if the drug has any side effects which may impair the employee’s ability to safely or productively perform the employee’s job duties. If there is potential impairment of the employee’s ability to work safely or productively, the employee must report this information to the supervisor. With input from the employee, SSCV will determine if the employee should work in his regular job, be temporarily assigned to another job or placed off-work. Any violation of this policy will result in disciplinary action up to and including termination.
Employee and Applicant Drug and Alcohol Testing
To promote a safe and productive workplace, SSCV will conduct the following types of Drug and Alcohol test for all employees: o Pre-employment o Reasonable Suspicion o Random o Post-accident o Return-to-Duty/Follow-up Testing Categories of Employee Substance Testing o Pre-employment Testing: All persons seeking employment with SSCV are subject to post-offer, pre-employment drug testing. Applicants will be informed that as a condition of employment they must pass a drug-screening test. Applicants who test positive will be notified that they have not met the standards for employment and will be informed they can have the confirmed positive test re-tested by a government certified lab selected by the employee. o Reasonable Suspicion Testing: An employee will be asked to submit to drug and alcohol testing when the employer reasonably suspects the employee is impaired or has used illegal drugs. Reasonable suspicion testing may result from one of the following examples, but is not limited to the following: • Specific, personal and articulable observations concerning the appearance, behavior, speech or performance of the employee; or • Violation of a safety rule, or other unsafe work incident which, after further investigation of the employee’s behavior, leads the supervisor(s) /manager(s) to believe that the employee’s functioning is impaired; or • Other physical, circumstantial, or contemporaneous indicators of impairment. When a supervisor/manager has reasonable suspicion to request testing, the supervisor/manager will arrange to transport the employee to the collection site, and will arrange for the employee’s transport home. SSCV will place the employee on a paid/non-paid leave pending the receipt of drug testing. o Random Testing: Except on those work sites prohibited by state or local statute or ordinances, all employees will be subject to drug and alcohol testing at any time on a random basis, as a term and condition of continuing employment. Random testing will be spread reasonably throughout the year and will be unannounced to ensure that no employee receives advanced knowledge of the time of testing. All employees will have an equal chance of being selected each time a random selection is made.
o Post Accident Testing: An employee must submit to a drug and alcohol test after an on the job accident. An accident for purposes of this policy is defined as an incident or occurrence in which: o The accident involves use of a SSCV vehicle or The accident involves an employee in a personal vehicle accident while on the job or There is reasonable suspicion that drugs or alcohol were present at an incident or accident An employee who is involved in an accident must immediately report the accident to his or her supervisor/manger. Whenever a supervisor/manager observes or is notified of an accident as defined in #1 above, the supervisor/manager will initiate drug and alcohol testing by notifying Member Services Manager. SSCV will place the employee on paid leave pending the receipt of drug testing results. o Return to Duty/Follow-up Testing If SSCV elects to allow an employee to return to work following a positive test result, the employee must first pass a drug and alcohol test and subsequently submit to a program of unannounced testing for a period of not more that twelve (12) months from the date of return to duty. • The kinds of substances tested for will include the following substances or their metabolites: o Marijuana o Cocaine o Opiates o Phencyclidine (PCP) o Amphetamines o Ecstasy o Alcohol • Inspection and Searches The company may conduct unannounced inspection for violations of this policy in the workplace, worksites, or company premises. Employees are expected to cooperate in any inspection. • Voluntary Treatment SSCV supports sound treatment efforts. Whenever practical, SSCV will assist employees in overcoming drug and alcohol problems as long as this policy has not already been violated. If an employee seeks treatment for drug or alcohol use, the employee may be eligible to go into a drug and/or alcohol treatment program either through SSCV medical insurance program or at his or her own expense. If the employee elects to enter an appropriate treatment program, SSCV may place the employee on unpaid status, but will be required to use any accrued vacation time 12/13/2013
and sick leave while participating in the evaluation and treatment program, so long as the employee is complying with the conditions of treatment. SSCV can require verification from the health care provider for a release to work and/or verification of treatment as covered in the company’s medical leave policies. More information regarding availability of treatment resources and possible insurance coverage for treatment services is available from the Member Services Manager. Safeguards/Confidentiality The drug screen analysis is accomplished through urinalysis testing. Alcohol testing may be through breath testing or blood testing. Samples will be collected in a sanitary environment designed to maximize employee’s privacy while minimizing the possibility of sample tampering. If there is a positive drug and/or alcohol result on the initial screening test, the laboratory or blood alcohol technician will automatically do a second test to confirm the results. The second drug test will be performed using gas chromatography/mass spectrometry or other scientifically accepted method. A positive breath alcohol test will be confirmed by a second breath test. In the event the drug and alcohol test result is dilute, the applicant or employee will be required to re-test if the test result is a negative dilute. All drug tests are performed by a government-certified outside laboratory. All government-certified outside laboratories strictly follow chain of custody guidelines to ensure the integrity of the testing process. The company shall use a Medical Review Officer (MRO) who will receive the laboratory results of the testing procedure. The MRO shall be a licensed physician and have knowledge of substance abuse disorders and the appropriate medical training to evaluate positive results, medical histories, and any other relevant biomedical information. The MRO shall review all medical records made available by the tested individual when a confirmed positive test could have resulted from legally prescribed medication. If the results of the initial test are negative, the testing laboratory will report the results to the MRO retained by the company. The MRO or the testing laboratory reports the negative results to the company. In this instance, no additional tests on the specimen will be done. If the results of the initial test are positive, that is, if the results exceed the permitted levels for any of the six drugs tested or for alcohol, a second confirmatory test shall be performed. Only specimens that are confirmed positive on the second (confirmatory) test are reported positive to the MRO for review and analysis. The MRO will contact the employee personally, in the case of a positive test result. The MRO has the responsibility of reporting to SSCV whether the test results are positive or negative. An applicant or employee who does not pass a drug test may request that the original sample be analyzed again at the individual’s expense by a government certified laboratory. All requests for an independent analysis must be made in writing within 72 hours of notification of a confirmed positive test result.
Each applicant or employee will have an opportunity to discuss the drug and/or alcohol test with an MRO in a confidential setting. Each applicant or employee upon his or her written request may be provided with a written copy of the positive test 12/13/2013 28
result. Upon written request within seven days of taking the test, an employee may access records relating to his drug and/or alcohol test. Policy Violations o Testing Positive Employees who test positive for drugs or alcohol are in violation of this policy. o Refusal to comply Employees who refuse required testing are in violation of this policy. o Interference with testing Employees who adulterate, tamper with or otherwise interfere with accurate testing are in violation of this policy. o Any employee, who has been observed using or possessing illegal drugs or alcohol during work time, including lunch breaks, or on SSCV premises is in violation of this policy. An employee who tests positive for marijuana is in violation of SSCV’s drug policy, even if the employee is exempt from criminal prosecution under Colorado’s medical marijuana laws or is using marijuana recreationally in conformity with Colorado’s Amendment 64. Be advised that a positive drug test for marijuana constitutes a violation of SSCV’s drug and alcohol policy and may lead to your termination. For more information, please speak with the Member Services Manager.
Weapons Policy Violence and weapons have no place in any of the athletic and/or academic programs of Ski & Snowboard Club Vail and Vail Ski and Snowboard Academy. To address this serious issue, the SSCV policy states that, without exception, any SSCV participant/athlete who is involved in a weapons offense as outlined below shall be disciplined as provided in this policy. This policy shall be in effect in all programs of Ski & Snowboard Club Vail and Vail Ski & Snowboard Academy. An exception to this policy may be made by obtaining prior permission of the Executive Director and/or Member Services Manager for participants/athletes participating in an authorized program involving the use of dangerous weapons. Definitions: Dangerous Weapon: A firearm, whether loaded or unloaded, or a firearm facsimile that could reasonably be mistaken for an actual firearm: Weapon: Any object, material or substance which, in the manner in which it is used, is capable of causing serious bodily injury to another person. Sometimes a weapon, because of the circumstances, may be an object which, when used normally is not considered a weapon. Examples of objects which may, under given circumstances, be weapons include, but are 12/13/2013
not limited to; padlocks on ropes, strings, chains, sling-shots, etc. and baseball and softball bats, sticks, pipes and clubs. Serious Bodily Injury: Bodily injury which, at the time of the actual injury or at a later time, involves a substantial risk of death, a substantial risk of serious permanent disfigurement or a substantial risk of protracted loss or impairment of the function of any part or organ of the body, or of breaks, fractures or burns of the second or third degree. Offenses: • Possessing a dangerous weapon (including a facsimile firearm) at SSCV or VSSA, on SSCV or VSSA property, in SSCV or VSSA vehicles or at a SSCV or VSSA sponsored activity or event, or under circumstances where the behavior will have a negative impact on the mission of SSCV. • Threatening, intimidating, frightening another person or attempting to strike another person with a weapon or a dangerous weapon at SSCV or VSSA, on SSCV or VSSA property, in SSCV or VSSA vehicles or at a SSCV or VSSA sponsored activity or event, or under circumstances where the behavior will have a negative impact on the mission of Ski & Snowboard Club Vail. • Striking another person with a weapon or a dangerous weapon at SSCV or VSSA, on SSCV or VSSA property, in SSCV or VSSA vehicles or at a SSCV or VSSA sponsored activity or event; or under circumstances where the behavior will have a negative impact on the mission of SSCV. Disciplinary Procedures An employee’s conduct is a major factor affecting the health and growth of SSCV. It is also an important aspect of SSCV’s image within the community. When management finds an employee’s performance is unsatisfactory or an employee’s conduct is unacceptable, disciplinary action may be taken. The discipline may range from informal discussion with the employee to immediate discharge, depending on SSCV’s opinion of the seriousness of the situation. Any action taken by management in an individual case should not be assumed to establish a precedent in other circumstances. ON MOUNTAIN SAFETY Mountain Operations Vail Resorts is SSCV's most important resource and supporter. All mountain procedures must be observed and obeyed by the SSCV staff. Any and all contact with VR personnel and mountain guests should be extremely polite, friendly and professional. SSCV employees should follow all instructions or requests from VR employees. An Incident Report should be filed immediately in the event of any conflict with 12/13/2013
VR personnel or mountain guests. This should also be reported with your immediate supervisor and Program Director.
APPENDIX A SSCV Child Protection Safe Sport Guidelines Purpose SSCV is an industry leading organization that prides itself on setting the national and international standard for snow sports training and competition. These guidelines are in place to assist our coaching staff in the methodology of â€œgood practiceâ€? and construction of a safe environment for our athletes and membership. These guidelines are not intended to serve as legal advice or to supplant legal definitions of abuse and harassment that vary depending on jurisdiction. Instead these guidelines are designed to raise awareness of areas of concern. Definition of a Child For the purpose of these guidelines, a child/athlete is defined as anyone under the age of 18 years. 12/13/2013
Statement • The welfare of the minor child is paramount. • Children must be protected from harm, abuse, and degrading treatments. • Parents must be involved in any action taken to intervene on behalf of their child. Positions of Trust Good Practice • The welfare of the child is the primary concern. • Be aware that the closeness of the coach/athlete relationship may encourage feelings that are not directly related to the sport. • Set out and maintain appropriate boundaries. • Promote fairness • Prevent and correct bullying. • Treat all children equally, with dignity and respect. • Give enthusiastic and constructive advice rather than criticism. Unacceptable Behavior • NEVER enter into a sexual relationship with a child under your care/supervision. • NEVER use your influence over a child for your own interests. Physical Contact Good Practice • Physical contact is recommended only in support of the following purposes: • To develop or demonstrate sports skills. • To diagnose or treat an injury. • To give appropriate sport massage. o These actions should only be carried out by appropriately qualified staff. o Physical contact may be appropriate in other circumstances, as in congratulating a child or consoling a child who is upset. However, always ensure that physical contact is carried out in the open, or in the presence of another supervising adult. Remember that interpretations of touching will be affected by factors such as cultural differences, religious implications, relative age, sexual orientation. If a child is uncomfortable with physical contact, STOP. General Supervision Good Practice • A supervising adult should never be alone with a child in potentially compromising situations, i.e. in a hotel room, bathroom, changing room, locker rooms, etc. • Whenever possible, mixed gender teams should be accompanied by male and female responsible adults. Unacceptable Behavior • Do not take a child alone on a trip unless in an emergency and/or with written parental permission. • Do not enter the room of a child without another responsible adult present. • Never share a room with a child. 12/13/2013
Always discourage sexually provocative jokes and conversation. Confidentiality Good Practice • When you are close to a child, you may gather very personal information about the child. • Try to make the child aware of the importance and implications of the information he is sharing. Unacceptable Behavior • You should never encourage confidences or intrude into the private life of the child. Always maintain appropriate boundaries. Integrity Good Practice • Discourage children from talking offensively about others but be aware that the child may be trying to describe an instance of abuse. • Coaches should never talk offensively or negatively about others. • Encourage children to obey the rules of the sport, compete in good faith and treat officials and other competitors with respect. Unacceptable Behavior • Never advocate measures to gain an unfair advantage or cheat in any way. • Never allow children in your care to take advantage of a mistake or oversight by an official or volunteer at any time. Always emphasize fair play! Personal Standards Good Practice • Always exhibit high personal standards. • Respect SSCV’s Core Values of Character, Courage and Commitment. • Respect SSCV’s Coaches, Parent and Athlete Code/Standard of Conduct. • Always project a favorable image of the sport, SSCV, the Olympic movement, USSA, USASA and FIS. • Always project an image of health, cleanliness and efficiency. Unacceptable Behavior • Do not use any types of tobacco, drink alcohol to excess, or use any illegal substance when in the company of children. • Never use profane, insulting or otherwise offensive language. • Never use any form of sexually charged verbal intimacy or innuendoes. If you are unsure… • Always err on the side of protecting the child. Take action. • If you have doubt of what is appropriate or necessary in a particular circumstance, you should consult your direct supervisor, medical professionals, or contact SSCV’s Member Service’s Manager for guidance • Always involve the child’s parents in any action involving their child. 12/13/2013 33
Abuse Physical Abuse • Physical injury of all types when such injury is intentional or results from neglect. • Giving a child alcohol or inappropriate medications or drugs. • In a sports situation, this may also occur when the nature and intensity of training disregard the capacity if the child’s immature and growing body. Emotional Abuse • May involve telling a child that he/she is useless or devaluing them. • Constant criticism and negative feedback. • Shouting, threats or taunts. • Unrealistic expectation of performance at levels above a child’s capability. Neglect • Failure to provide adequate food or shelter. • Prolonged or unnecessary exposure to cold or heat. • Unnecessary risk of injury. Sexual Abuse • In sport, activities which might involve physical contact with children may create situations where sexual abuse may go unnoticed. • The power of the coach over the athlete could, if misused, lead to abusive situations developing. Bullying • May be physical, verbal or emotional. • Is usually repeated over a period of time. • May involve staff, other athletes, or parents. Signs of abuse may include a drop in performance, behavioral changes, mood swings, reluctance to train/compete, frequent loss of possessions, physical injuries (bruising, scratches, etc), poor sleep and/or loss of appetite/weight. Be Vigilant • Watch for signs of abuse, and bullying. • Note changes in behavior. • Drop in performance. • Physical symptoms and signs. Take Action • It is NOT your responsibility to decide if abuse is taking place. • However, if you suspect abuse, you must take action. Report your concerns to immediate supervisor first, then parents, or if necessary to child protection services and/or law enforcement. • Seek advice from qualified or supervisory individuals to assist your club in addressing objectionable behaviors. Remember • The effects of abuse may have very long-lasting consequences for the child. • The welfare of the child is paramount. • Children must be protected from harm, discrimination and degrading treatment at all times. 12/13/2013
Documents These guidelines are intended to complement: • The SSCV Parent Code of Conduct • The SSCV Athlete Code of Conduct • The SSCV and USSA Criminal Background Screening Policy • FIS, USSA, USADA and WADA Anti-Doping Policies
Acknowledgement of Receipt of SSCVâ€™s Drug and Alcohol Policy 12/13/2013
I have received a copy of SSCVâ€™s Drug and Alcohol Policy and understand that in order to continue my employment with this employer I must abide by the terms of the policy. I agree to notify the employer of any drug violation occurring in the workplace. I understand that this policy in no way modifies my status as an at-will employee and in no way implies, infers, or guarantees my continued employment for any definite term and that I may be dismissed at the discretion of the employer for other reasons than failing to follow the terms of the policy.
Signature of Employee
_______________________________________ Printed Name of Employee
At Will Disclaimer & Acknowledgement of Receipt of Handbook 12/13/2013
This handbook is designed to acquaint employees with SSCV and provide some information about working at SSCV. The handbook is not all inclusive, but is intended to provide employees with a summary of some of SSCVâ€™s guidelines. This edition replaces all previously issued editions. Employment with Ski & Snowboard Club Vail is At-Will. Employees have the right to end their work relationship with SSCV, with or without advance notice for any reason. SSCV has the same right. The language used in this handbook and any verbal statements made by management are not intended to constitute a contract of employment either express or implied; nor are they a guarantee of employment for a specific duration. No representative of SSCV, other than the Executive Director, has the authority to enter into an agreement of employment for any specified period and such agreement must be in writing, signed by the Executive Director and the employee. No employee handbook can anticipate every circumstance or question. After reading the handbook, employees that have questions should talk with their immediate supervisor or the Member Services Manager. In addition, the need may arise to change the guidelines described in the handbook, except for the at will nature of the employment, SSCV, therefore, reserves the right to interpret them or to change them without prior notice. I have received a copy of the SSCV Employee Handbook dated _____________. I understand I am to become familiar with the contents. _____________________________________ Signature of Employee
________________________________________ Printed Name of Employee