EMPLOYEE HANDBOOK
| Introduction
Welcome to Laurel Highlands Historical Village. This handbook was developed to provide you with an information resource for common questions and concerns. We welcome your input. As employees of the Laurel Highlands Historical Village, we support the foundation’s mission “Be proud of who you are…. Be proud of your Heritage”.
We are looking for persons who are up to the challenge of a demanding job in a ethnic environment? Do you like interacting with people from all over the world? Are you inspired by the history of our world? The policies stated in this handbook are subject to change at any time at the sole discretion of the corporation. From time to time, you may receive updated information regarding any changes in policy. The contents of this handbook are not intended to create a contract or agreement between the Corporation and you. For those employees in a position covered by a collective bargaining agreement, or college placed positions, you should refer to the agreement which governs your terms and conditions of employment. There are specific procedures for many of the general policies stated in the handbook. Please direct any questions to your manager, department head, or to Human Resources. About the Company We are a non-profit organization, in the process of building a 16th Century Ethnic & Cultural Preservation Village : To promote and educate the vast importance of the various Ethnic & Cultural Diversifications, from the 16th century. To encourage our youth to take an interest in their ethnic background , and to understand their roots, just a wee bit more.
The Company’s mission is to:
Historical and Cultural Resources: To promote the historic and cultural heritage of the Village by preserving and adaptively reusing significant historical structures, preserving historical documents, artifacts and records, and making those items available for public view. These items are donations from various countries, which existed during the 16th century.
Parks and Recreation: To provide and maintain, through the use of parks, trails, greenways and facilities, a variety of recreational opportunities and public access to riverfront, ravines, woodlands, and streams.
The Company vision is: To become the only park of it’s kind on a global scale. To aide any ethnic group that has strong convictions, concerning the preservation of their heritage, and ethnic history. Hours of Operation/Work Schedules The office is normally open from 10:00 am until 6:00 pm Eastern Standard Time . Certain employees may be assigned to different work schedules and/or shifts outside of normal office hours. If an employee must be outside of the office for non-business related reasons during their normal work schedule, they should inform their manager. Telecommuting The Company is committed to creating a work environment where the needs of our customers, employees, and the Company are balanced. Therefore, the Company tries to be flexible in its approach to work styles and location. Telecommuting arrangements may be made on an “as needed basis” or set up on a regular schedule. In either case, employees are encouraged to spend time working in the office whenever possible. This allows employees to be accessible to customers and creates a sense of consistency and collaboration among work teams. When employees desire to work at home, the Company asks that they do so in a manner which is in keeping with a work style of accessibility, communication, and productivity. All telecommuting arrangements are subject to approval by the employee’s manager. In general, the following principles should be used in telecommuting:
LAUREL HIGHLANDS HISTORICAL VILLAGE APPEARANCE GUILDLINES You are ambassadors of guest services; you are a reflection of our village. Your expected to maintain a high standard of appearance and conduct. The following guidelines have been set forth, to further our mission of providing a high-quality experience to our guests. Personal Hygiene Personal and oral hygiene are vital to good grooming. Extreme or offensive odors are not acceptable to our guests or co-workers. Hair There are no length restrictions for men or women, just keep it neat, clean, and combed. However, we don’t accept radical hair styles or colors. Unless depicting a hair style of the 16th century. Facial Hair We do allow well developed and neatly trimmed facial hair for men as long as you have it before you begin work for the season. Sorry guys, no five o’clock shadows. Unless your depicting i.e. pirate, etc Jewelry and Tattoos No visible body piercing, including tongue piercing, with the exception of earrings, is allowed. Visible tattoos must be discreet and non-offensive. Unless depicting a certain ethnic individual, i.e. Pirate, etc. General No swearing, smoking, chewing (gum or tobacco) in public areas. Dress Code Employees must dress in a manner directly in relationship to the 16th century. We allow the employee to showcase his or her ethnic desire as it applies to dress code. Mannerisms Employees will be responsible for learning and understanding their individual ethnic background they portray. You must do your best to speak the language and mannerism of speech found during the 16th century. History Employees have a duty to the village to engage visitors within village, of a sense of time travel back in time. You must act like there is no knowledge of any event in time after the 16th century. If asked where do you live make reference to a city in the country you portray. If the visitor says, where in America do you live, you reply “ You must be speaking of the new world. We have heard of explorers trying to reach this new land.” Park Cleanliness All employees shall make every effort to keep the park clean. It will be a combined effort to conceal all trash containers while in a stationary position and while in transit. Mission Statement We are a community born from the principles that every person can make a difference and that every moment matters. We further affirm that education is fun, learning should be something one is passionate about and knowledge should be presented in a manner that personally engages and stimulates the desire to learn all one can. In addition, we believe that we have a duty to preserve our world and its history, and, most importantly, its culture and ethnic diversity. We hope to hear from you, welcome you into our family, or, at the very least, see you within our community. Vision Statement Historical and Cultural Resources: To promote the historic and cultural heritage of the Village by preserving and adaptively reusing significant historical structures, preserving historical documents, artifacts and records, and making those items available for public view. These items are donations from various countries, which existed during the 16th century.
Parks and Recreation: To provide and maintain, through the use of parks, trails, greenways and facilities, a variety of recreational opportunities and public access to riverfront, ravines, woodlands, and streams.
Attendance Policy Regular attendance is essential to the Company’s efficient operation and is a necessary condition of employment. When employees are absent, schedules and customer commitments fall behind, and other employees must assume added workloads. Employees are expected to report to work as scheduled and on time. If it is impossible to report for work as scheduled, employees must call their manager before their starting time. If your manager is unavailable, a voice message should be left. If the absence is to continue beyond the first day, the employee must notify their manager on a daily basis unless otherwise arranged. Calling in is the responsibility of every employee who is absent. Absence for three consecutive work days without notifying the manager is considered a voluntary termination. Leave of Absence Employees are eligible to apply for an unpaid leave of absence if they have been a regular employee of the Company for at least one year and scheduled to work 20 hours or more a week. The employee’s manager will make a decision on the leave request. The request for leave will be reviewed based on the reason for the request, previous attendance record, previous leave requests and the impact the absence will have on the Company. Authorized leaves for illness or disability begin after employees have exhausted accrued sick leave, vacation and personal holiday time. A personal leave of absence, if granted, begins after vacation and personal holiday time have been used. Human Resources can provide employees with which benefits, in addition to retained seniority, can be continued during the leave. If an employee wishes to continue benefits, it must arrange for directly with Human Resources. If the request for leave of absence for personal reasons, the employee’s manager, with the advice of Human Resources, will decide whether the current position will be held open, or if a position will be made available upon the employees return from leave. Family Medical Leave All employees who have been employed at least twelve months, and who worked at least 1,250 hours during the twelve months prior to the leave request are eligible for an unpaid family and/or medical leave of absence under the Family and Medical Leave Act of 1993 for a period up to twelve weeks during a calendar year under the following circumstances: |
||||
| For the birth of a son or daughter of the employee and to care for such newborn son or daughter, if completed within twelve months of the child’s birth; The placement of a son or daughter with the employee for adoption or foster care if completed within twelve months of the placement; To care for the spouse, or a son, daughter, or parent of the employee, if spouse, son, daughter, or parent has a serious health condition; or Where a serious health condition makes the employee unable to perform the functions of his or her job. | ||||
| Employees ordinarily must provide 30 days’ advance notice when the leave is “foreseeable.” The Company may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer’s expense) and a fitness for duty report to return to work. Taking of leave may be delayed if requirements are not met. For the duration of FMLA leave, the Company will maintain the employee’s health coverage under the group health plan. Upon return from FMLA leave, most employees will be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. The use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave. For complete details employees should contact their manager or Human Resources.
Pay and Compensation Employees are paid on the 1st and 15th of each month. New employees are required to complete an Employee’s Withholding Allowance Certificate (W-4). Employees must present their Social Security card to Employment when completing the required forms. Optional forms employees may wish to file are paycheck direct deposit authorization card, union or association dues card, and other deductible employee paid benefits. Overtime Non-exempt employees are eligible to receive overtime pay if they work more than 40 hours in a given week. Holiday, vacation, and sick time are not included in hours used to determine overtime eligibility. Overtime pay equals 1.5 times and employee’s regular hourly rate. All overtime must be approved the manager in advance. Vacation All full-time employees are eligible for vacation pay. New full-time employees will receive a pro-rata number of vacation days based on one day for each month worked in the hired calendar year, not to exceed 10 days. In the first full calendar year and through the calendar year in which the employee’s 3 year anniversary of employment occurs, employees will receive 10 vacation days each year. In the calendar year of the employee’s 4 year anniversary of employment, employees will receive 15 vacation days each year. In the calendar year of the employee’s 10 year anniversary of employment, employees will receive 20 vacation days each year. Up to 5 unused vacation days may be carried over into the next year. All other unused vacation time will be paid out in the final paycheck for that year. Employees should notify their manager at least one month in advance of taking vacation time. All vacation requests are subject to manager approval. In addition, employees should directly communicate vacation dates to co-workers to ensure customer needs are met. Part-time employees who work on a regular schedule all year are eligible for vacation benefits on a pro-rata basis based on the schedule above. Holidays The Company will observe the following holidays ( But may still remain open):
In the event that one of these holidays falls on a weekend, the Company will observe the holiday on the Friday preceding or Monday following the actual holiday, depending on the circumstances. Personal Days Employees are eligible for 1 paid personal days per calendar year. New employees will accrue 1 personal day for every 12 months worked in the hired calendar year. Personal days may be used at the employee’s discretion for religious holidays and personal matters. Personal days not used by the end of the year will be paid out to the employee in the final paycheck for that year. Sick Days Sick days are provided for illness of the employee, their spouse or children. Employees should use their personal days or vacation days non-illness related time off. All full-time employees will receive sick days according to the following schedule: Employees will be eligible for paid sick days after 6 months of employment. After 6 months of employment, employees will be eligible for one sick day for every two months worked from date of hire, with a maximum of 5 days in their first year of employment. Every succeeding calendar year, employees will be eligible for 2 sick days. Sick days may be accumulated and carried over from year to year to a maximum of 10 days. All other unused sick days by the end of the year is forfeited. Funeral Leave Employees will be paid for up to five days to attend the funeral of a close relative, such as a spouse, children, parents, grandparents, siblings and corresponding in-laws. If additional time off is required, employees should talk to their manager. Time off without pay may be provided so that employees can attend the funeral of individuals other than those listed. Employees may take unused vacation or personal time but, sick days can not be used. Jury Duty Employees will be paid their full salary during an absence mandated by jury duty. If an employee receives any compensation for this duty, they should present it to their manager as a temporary payroll adjustment, unless prohibited by law. Employees must present a copy of the Jury Summons to their manager. Military Reserve Duty An employee who serves as a military reservist does not need to used other paid time off for attending the first two weeks of military camp or for performing domestic military duty, such as civil disturbances and disasters. Employee reservists should report the dates involved to their manager. The Company will pay the difference between an employee’s full salary and their gross military compensation for up to two weeks per year. Military compensation earned on weekends is not considered and should not be reported. Once upon completion of tour of duty, the reservist will return to his job as if he never left. The position will still be their unchanged in it’s nature. Flexible Spending Accounts Full-time employees are eligible to enroll in the flexible spending account during open enrollment each year or after a qualifying life event. This benefits allows you to pay certain expenses with pre-tax pay. Employees should be aware that after they have elected the amount to put into an account, any funds unused at the end of the year are forfeited. There are two types of flexible spending accounts: Equal Employment Policy It is the policy of the Company to provide equal opportunity for all qualified persons and not discriminate against any employee or applicant for employment because of race, color, religion, sex, age, national origin, veteran status, disability, or any other protected status. This policy applies to recruitment and placement, promotion, training, transfer, retention, rate of pay and all other details and conditions of employment. Employment and promotion decisions will be based on merit and the principle of furthering equal opportunity. The requirements we impose in filling a position will be those that validly relate to the job performance required. All other personnel actions including compensation, benefits, transfers, layoffs, recalls from lay-offs, training, education, tuition assistance and recreation programs will be administered without regard to race, color, religion, sex, age, national origin, disability, veteran status, or any other protected status, in accordance with appropriate law. Termination Employees who voluntarily resign from the Company are asked to provide at least two week advance notice of their resignation. This notice should be in writing and should briefly state the reason for leaving and the anticipated last day of work. If a terminating employee is eligible for any incentive compensation, bonus, and/or awards, they must be actively employed on the date the compensation, bonus or awards are presented or paid, in order to receive the compensation, bonus or award. Drug and Alcohol Policy The Company realizes that the misuse of drugs and alcohol impairs employee health and productivity. Drug and alcohol problems result in unsafe working conditions for all employees and customers. The Company is committed to maintaining a productive, safe, and healthy work environment, free of unauthorized drug and alcohol use. Any employee involved in the unlawful use, sale, manufacturing, dispensing or possession of controlled substances, illicit drugs and alcohol on Company premises or work sites, or working under the influence of such substances, will be subject to disciplinary action up to and including dismissal and referral for prosecution. In addition, the Company has developed and maintains a comprehensive Drug and Alcohol Policy, which employees may obtain from Human Resources. Safety Policy The Company is sincerely interested in the safety and well-being of our employees. The Company will make every effort to keep the office equipment in excellent condition and make sure that all safety devices are working properly. If, in spite of our efforts to ensure safe working conditions, an employee has an accident or becomes ill on the job, it should be reported to the manager immediately. They will see that prompt medical attention is provided. Workplace Security Policy The Company is committed to maintain a safe and secure workplace. In order to maintain a secure work environment, the company strictly prohibits employees and visitors from bringing any firearm on Company property. In addition, all visitors are asked to check in with the receptionist. Failure to comply with this policy will result in disciplinary action up to and including termination. Smoking Policy The Company maintains a non-smoking policy within the Village area. Employees should smoke only in those areas which are smoking designated. Telephone and Computer Use Policy The Company understands that when employees work during the week it is occasionally necessary to conduct personal business during office hours. However, employees should limit their personal use of the telephone and computer during office hours. Talk to your manager if you have any questions as to how much is too much time. Because telephone and e-mail systems are provided by the Company at its expense for business use, all messages sent by or received on those systems are company documents. The Company reserves the right to access and to disclose the messages that you send or receive on the voice mail or e-mail systems. Employees should also be aware that “deleted” messages from the computer screen may not actually be deleted fro the e-mail system. Employees who abuse this policy are subject to disciplinary procedures up to and including discharge. Business Expense Reimbursement The company will reimburse employees for expense which are directly business related to include: travel expenses, office supplies, and mileage incurred while traveling on business. Employees must submit receipts for all expenses. Employees should consult with their manager prior to business trips to confirm eligible expenses. The Laurel highlands Historical Village strives to maintain quality compensation programs which encourage the best people to join and perform at the highest levels. Compensation
Time Off
401(k) and Retirement
Benefits ( Please note our corporation at this time has limited funding. We are not in a position to offer the following, but we can refer the employee to a company who will offer same at a savings upwards to 70% off.)
Other Programs
|
||||
| FMLA www.dol.gov/dol/esa/fmla.htm | ||
| The Family Medical Leave Act (FMLA) is enforced by the Department of Labor (DOL). It provides eligible employees unpaid leave during any 12-month period for any of the following reasons: for the birth and care of the newborn child, for placement with the employee of a child for adoption or foster care, to care for an immediate family member, or to take medical leave. | ||
| ADA www.usdoj.gov/crt/ada/adahom1.htm | ||
| The Americans with Disability Act (ADA) Home page is operated by the Department of Justice (DOJ). The ADA prohibits discrimination on the basis of disability in employment, programs and services provided by state and local governments, goods and services provided by private companies, and in commercial facilities. | ||
| COBRA www.dol.gov/dol/pwba/public/programs/ori/techrel/cobra.htm | ||
| The Consolidated Omnibus Reconciliated Act (COBRA) amends the ERISA. COBRA provides for the continuation of group health coverage for certain former employees, retirees, spouses, and dependent children. | ||
| ERISA www.dol.gov/dol/asp/public/programs/handbook/erisa.htm | ||
| The Employee Retirement Income Security Act (ERISA) sets uniform minimum standards to assure that employee benefit plans are established and maintained in a fair and financially sound manner. | ||
| Federal Minimum Wage Rate www.dol.gov/dol/esa/public/minwage/main.htm | ||
| The federal minimum wage requirements are regulated by the Department of Labor (DOL). | ||
| EEOC www.eeoc.gov | ||
| The Equal Employment Opportunity Commission (EEOC) was established by Title VII of the Civil Rights Act of 1964. The EEOC enforces the principal federal statutes prohibiting employment discrimination. | ||
| FLSA www.dol.gov/dol/esa/public/regs/compliance/whd/hrg.htm | ||
| The Fair Labor Standards Act (FLSA) establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments. | ||
| NLRB www.nlrb.gov | ||
| The National Labor Relations Board (NLRB) is an independent Federal agency created in 1935 to enforce the National Labor Relations Act. The NLRB conducts secret-ballot elections to determine whether employees want union representation and investigate and remedy unfair labor practices by employers and unions. | ||
| OSHA www.osha.gov | ||
| The Occupational Safety and Health Administration (OSHA) is a division of the DOL. OSHA investigates and enforces the OSH Act of 1970. | ||
| DOL Required Postings http://www.dol.gov/dol/osbp/public/sbrefa/poster/main.htm | ||
| This link provides the postings that are required by the Department of Labor (DOL). | ||
COMPANY PROFILE
LaurelHighlandsHistoricalVillage, non-profit organization, was founded in 2003 and continues to grow in numbers and size, becoming the only village of it’s type in North American. Laurel Highlands Historical Village is committed to building a full supporting ethnic village, incorporating every country during the 16th century, that is second to none! This far-reaching dream of our corporation is a joint dream of every American who has a past either in America itself or abroad. Many who work with the village are here because they love their ethnic background, and it’s their desire to preserve same.
OUR MISSION We are a community born from the principles that every person can make a difference and that every moment matters. We further affirm that education is fun, learning should be something one is passionate about and knowledge should be presented in a manner that personally engages and stimulates the desire to learn all one can. In addition, we believe that we have a duty to preserve our world and its history, and, most importantly, its culture and ethnic diversity.
We hope to hear from you, welcome you into our family, or, at the very least, see you within our community.
OUR VALUES
- Maximize customer satisfaction
- Promote as best we can the many diversified ethnic groups, within our village.
- Attract and retain quality employees
- Continuously improve operations
- Sell successfully
- Reenact as best we can our 16th century ethnic culture.
- Be committed to environmental stewardship
- Be an active and responsible corporate citizen
I-9 DOCUMENTATION All applicants are reminded that Winter Park Resort adheres to the Federal Immigration Law requiring all employees to provide original documents showing identity and authorization to work in the United States within 3 days of employment. Examples of legal documentation include:
| US Citizens |
|
| Non-US citizens |
|
For a complete list of approved documents, please contact us at.
EEO/DRUG TESTING Laurel highlands Historical village is an equal opportunity employer and committed to maintaining a drug-free workplace in compliance with the Drug-Free Workplace Act of 1988. Drug testing is performed by random selection, post-accident, and reasonable suspicion.