Sidney Lodge No. 568,
Loyal Order of Moose, Inc
1200 broadwAy, Sidney, oh 45365
937-492-5900
Employee handbook
Sidney Lodge 568, Loyal Order of Moose
Sidney Ohio
Index
Introduction…………………………………………...……………………..…...….. 4
Important Contents…………………………………………………………………. 4
Lodge Description…………………………………………………………………… 4
Purposes of the Lodge……………………………………………………………….. 5
Goals of the Lodge………………………………………………………………...... 5
High Ethical Standards………………….…………………………………………... 6
Nature of Employment……………………….……………………………………… 6
Equal Opportunity Employment……………….…………………………………… 6
Employment Applications………………………….……………………………….. 6
Required Documents…………………………………..…………………………….. 6
Employment Status………………………………………………………………….. 7
Salaried Positions …………………………………………………………………….. 7
Status Groups ………………………………………………………………………… 7
Attendance ……………………………………………………………………………. 8
Work Week.....……….……………………………………………………………….. 8
Work schedules ………………………………………………………………………. 8
Lunch, Rest Breaks, Food and Golf for Employees …..………………….……….. 9
Dress Code ……………………………………………………………………………. 9
Smoking Policy ……………………………………………………………………….. 9
Overtime ………………………………………………………………………………. 10
Holidays …….…………………………………………………………………………. 10
Wage and Salary ……………………………………………………………………… 10
Introductory Employment …………………………………………………………… 10
Employment Records ………………………………………………………………… 10
Vacation ………………………………………………………………………………. 11
Approval of Vacation Days ………………………………………………………….. 11
Sick Leave …………………………………………………………………………….. 12
Bereavement Leave …………………………………………………………………... 12
Religious Holidays ……………………………………………………………………. 12
Jury Duty ……………………………………………………………………………… 13
Health Insurance …………………………………………………………………….. 13
Progressive Discipline ………………………………………………………………... 13
Termination ………………………………………………………………………….. 14
Resignation …………………………………………………………………………… 14
Tips Training Programs ……….……………………………………………………. 14
Employee Business Expenses……..………………………………………………… 14
Conflict of Interest ………………………………………………………………….. 15
Non Disclosure ……………………………………………………………………….. 15
Harassment/Discrimination Policy ………...………………………………………… 15
Retaliation Policy ……………………………………………………………………. 16
Index
(Cont’d)
Drug and Alcohol Policy……………………………………………………….. 16
General Policy ………………………………………………………………………. 16
Drug Use/Distribution/Impairment/Possession ………………………………….… 16
Drug Testing ……………………………………………………………………….… 16
Alcohol Use ……………………………………………………………………….….. 17
Off-Duty Conduct ……………………………………………………………….…… 17
Discipline ……………………………………………………………………………. 17
Search Policy ………………………………………………………………………… 17
Safety ………………………………………………………………………………… 17
Workers’ Compensation …………………………………………………………… 18
A Final Word ………………………………………………………………………... 18
Administrative procedures and Forms………….…………………………... 19
Employee Change Procedure ………………………………………………………. 19
Request for Employee Change ……………………………………………………... 20
Employee Background Check Waiver ……………………………………………… 21
Time off Request Procedure …………………………………………………………. 22
Time off Request Form ………………………………………………………………..23
Work Schedule Change Notice ……………………………………………………….24
Work Schedule Procedure …………………………………………………………….25
Employee Written Warning …………………………………………………………..26
Employee Review Procedure………………………………………………………….27
Employee Review Form……………………………………………………………….28
Employee Acknowledgement ……………………………………………………….. 29
This handbook is copyrighted by West Bay Marketing, June 2009
Exclusive permission for its use hereby granted to
Sidney Lodge 568 Loyal Order of Moose, Inc.
for its use in personnel practices
No other rights or permissions are granted to any persons, corporations, their management, employees or staff for use in any way without the express written consent of West Bay Marketing.
Introduction
This handbook pertains to employees of Sidney Lodge 568, Loyal Order of Moose, Inc. herein called the “Lodge”. The handbook is designed to acquaint you with the Lodge and to provide information about working conditions, employee benefits and some of the policies affecting your employment. You should read, understand and comply with all the provisions of the handbook. One of the Lodge’s objectives is to provide a work environment that is conducive to personal and professional growth.
No employee handbook can anticipate every circumstance or question about policy. As the conditions governing our business change the need may arise to revise supplement or rescind any policies or portion of the handbook from time to time as the company deems appropriate, at its sole and absolute discretion.
Important Contents
The contents of this handbook do not constitute the terms of a contract of employment. Neither the employee nor the company is obligated to continue the employment relationship and either may choose to end the employment relationship at any time with or without cause. All employee relationships with the company are therefore “AT WILL” in accordance with the General Laws of the Moose International. No employment contracts, written or verbal, are permitted in any employment relationship with the Lodge.
Lodge Description
Sidney Moose Lodge 568, Loyal Order of Moose, Inc. is a not for profit corporation existing by virtue of the laws of the State of Ohio. The Lodge is a no-for-profit corporation operating as a chartered affiliate of Moose International. As such, all activities are conducted in compliance with all local, state and federal laws and regulations applicable to such enterprises and the General Laws of Moose International.
Sidney Moose Lodge 568, Loyal Order of Moose, Inc. further exists as a recognized fraternal and charitable entity governed entirely in its fraternal organization and operation by the General Laws of Moose International, Inc. as revised from time to time and by the Supreme Lodge. All members, employees and activities of Sidney Moose Lodge 568, Loyal Order of Moose, Inc. function in compliance with those General Laws.
Purposes of the Lodge
The purposes of Sidney Moose Lodge 568, Loyal Order of Moose, and Inc. are to:
Ø Unite in the bonds of fraternity, benevolence, and charity, all acceptable persons of good character.
Ø Educate and improve their members and the families of their members, socially, morally, and intellectually.
Ø Assist their members and their families in time of need. Aid and assist the aged members of lodges, chapters and their spouses.
Ø Encourage and educate their members in patriotism and obedience to the laws of the country in which the lodge exists.
Ø Encourage tolerance of every kind.
Ø Render particular service to children in need by the operation of one or more vocational, educational institutions of the type and character of the institution now called "Mooseheart", and located at Mooseheart, in the State of Illinois.
Ø Serve aged members and/or their spouses at one or more institutions of the character and type of the place called "Moosehaven", located at Orange Park, in the State of Florida.
Ø Create and maintain foundations, endowment funds, trust funds and subsidiary or related corporations, whether non-profit or for profit, for the purpose of carrying on, aiding and assisting the charitable and philanthropic enterprises heretofore mentioned. Moose International may, as appropriate, act as a member, shareholder, or trustee in the administration of such foundations, endowment funds, trust funds, and corporations.
Goals of the Lodge
The Lodge’s goals are:
Ø To meet or exceed the purposes listed above.
Ø To provide a financial platform to support those purposes.
High Ethical Standards
Honesty and fairness toward fellow employees, Lodge members, guests and all others are a must. The lodge believes that all activities should be made with an honest, straightforward approach. Should you ever be asked to engage in any activity that would subordinate this belief, notify your supervisor immediately.
Nature of Employment
All employment relationships within the Lodge are “at will”. Employment “at will” means that neither the employer nor the employee is obligated to continue the employment relationship, and either may choose to end the employment relationship with or without consent.
Equal Opportunity Employment
The Lodge administers all personnel actions, such as recruiting, hiring, training, promotion, compensation and benefits, discipline, termination of employment and educational, social and recreational programs without regard to race, color, sex, religion, national origin, age disability or other protected status under federal, state or local law. In addition, it is the Lodge’s policy to provide an environment that is free of unlawful harassment with respect to all of its employees.
Employment Applications
The Lodge relies upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented throughout the hiring process and employment. Any misrepresentations, falsifications, or material omissions in the information or data may result in the Lodge’s exclusion of the individual from further consideration for employment or, if the person has been hired, termination.
Required Documents
In addition to the completed Application for Employment, The following will be required before applicant will be considered for employment:
- A copy of the applicant’s drivers license
- A copy of the applicant’s Social Security Card.
- A list of three (3) references. Name, address, and phone number for each.
- A signed background check release form.
- Drug screening if requested by Lodge management.
Employment Status
Employees are either exempt or non-exempt personnel who receive wages or salaries from the Lodge.
Non-exempt employees are entitled to overtime pay under the specific provisions of federal and state wage and hour laws. Exempt employees are excluded from specific provisions of federal and state wage and hour laws.
Salaried Positions
The following are the paid positions of Sidney Lodge 568, Loyal Order of Moose, Inc.
Ø Social Quarters Manager, Exempt
o Social Quarters wait staff, Non-exempt.
§ Reports to the Social Quarters Manager
o Kitchen Staff, Non-exempt
§ Reports to the Social Quarters Manager
Ø Golf Course Manager, Exempt
o Grounds keepers, Non-exempt
§ Report to the Golf Course Manager
o Equipment Maintenance staff, Non-exempt
§ Report to the Golf Course Manager
Ø The Administrator, Exempt (ELECTED)
Ø Administrative Assistant to the Administrator, Non exempt.
Status Groups
Employees are classified in one of three employee status groups:
1. Full- Time employees are those that are not assigned to a temporary status and who are regularly scheduled to work 20 hours or more per week. Full- time employees are eligible to participate in the Medical coverage offered by the Lodge.
2. Part- Time employees are those who are not assigned to temporary status and who are scheduled to work less than 20 hours per week.
3. Temporary employees are those that are hired as interim replacements, to supplement the work force temporarily, or to assist in the completion of a specific project. Employment assignments in this category are of limited duration. Employment beyond any initially stated period does not in any way imply a
change in employment status. Temporary employees retain the status of temporary until notified of a change by Lodge management.
Attendance
Absenteeism and tardiness are expensive, disruptive and place an unfair burden on fellow employees and the Lodge. Unsatisfactory attendance or tardiness may result in disciplinary action up to and including discharge.
Except as noted in this policy for sickness or bereavement leave, employees not reporting for work or calling in for two consecutive days, the Lodge will assume that you have abandoned your position and may process termination paperwork. If your are absent for three successive days due to illness, the company may request you to submit documentation from the attending physician.
Work Week
The work week begins on Sunday at 12:00AM and ends at 11:59PM on the following Saturday.
Work schedules
The Social Quarters and kitchen hours are designated by the House Committee in accordance with the General Laws of the Order. (Sec 50.5)
The Social Quarters Manager and the Golf Course Manager will publish work schedules, based on the designated hours, for all their direct-report non-exempt employees. This schedule will show the employee’s name and his or her scheduled work hours and when their schedules begin and end for the succeeding 4 weeks.
It is the responsibility of the employee to ascertain his or her work schedule as provided by his or her supervisor and to advise the supervisor of any conflicts in their schedule.
Failure to do so or failure to be present for the scheduled work period may result in disciplinary action.
Note: Employee’s will be paid only for the hours approved by his or her supervisor. Time recorded prior or after the work schedule will not be eligible for compensation.
Lunch, Rest Breaks, Food and Golf for Employees
The Lodge does not compensate employees for lunch breaks and, with the exception of full time employees, lunch breaks are not provided unless an employee’s medical condition requires them.
The lunch period is limited to 30 minutes and when requested by the employee, will be scheduled by the employee’s supervisor in order not to interfere with standard business operations.
The employees may eat in the dining room so long as their attire is not offensive to the customers dining there. Dirty attire as a result if the employee’s work is not acceptable and the employee should choose an area of the lodge to eat that will not offend Lodge patrons. In no case will any employees eat behind the bar or in the kitchen area. When eating they must be seated as described above.
All full time employees will be charged half price for meals ordered from the menu. This half price discount applies to the employee only and only during his or her scheduled work period. It is not extended to anyone else and does not apply to the employee when not on regularly scheduled duty.
All full time employees are entitled to use the Golf course at no charge to the employee. Each employee must register at the Pro shop. This accommodation applies ONLY to the employees and cannot be transferred to anyone else
Rest breaks will be scheduled with the employee’s supervisor but in no case will exceed five minutes in any two hour period.
Dress Code
The Lodge, through the House Committee reserves the right to establish a dress code policy for all employees. Such policy will be communicated to every employee. This policy will be enforced by the employee’s supervisor.
Any dress or appearance which could be considered revealing or disruptive is not permitted. The employee’s supervisor may require the employee to vacate his or her work station to correct a specific dress considered inappropriate by the supervisor. Non-exempt employees will not be compensated for time away from work to correct their attire.
Smoking Policy
The lodge, under state law, is a non-smoking facility. “Smoke Breaks” in designated areas outside the Lodge facility will be scheduled with the employee’s supervisor but will
Not exceed five minutes in any two hour period. Smoke breaks may not be taken consecutively with rest breaks in order to extend the employees off duty rest break.
Overtime
Full time non-exempt employees will be compensated for overtime hours for all hours worked over 40 hours in a seven day work period. A non-exempt employee must receive prior approval from his or her supervisor to work overtime. The overtime payment will be calculated on the basis of one and one half 1-1/2 the employee’s regular rate of pay.
Holidays
The Lodge does not provide paid holidays.
Wage and Salary
All employees will be paid on the basis of a seven-day work week. Exempt or non-exempt salaries will be paid at the rate agreed to at the time of employment.
Wages and salaries may be periodically adjusted by management to ensure consistency with existing economic conditions and performance. Recommendations from supervisors are considered in wage and salary adjustments. Other considerations for wage and salary adjustments include, but are not limited to, job performance, ability, responsibility, attitude and value to the Lodge.