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Handbook

ATLANTA ATHLETIC CLUB
JANUARY 2017
ATLANTA ATHLETIC CLUB
1930 Bobby Jones Drive, Johns Creek, GA 30097
EMPLOYEE HANDBOOK
CLUB POLICIES
Contents
OUR EQUAL EMPLOYMENT OPPORTUNITY POLICY ................................................................................. 4
ANTI-DISCRIMINATION AND HARASSMENT POLICY ................................................................................. 4
Quid pro quo harassment: ................................................................................................................................................. 4
Hostile environment harassment: ..................................................................................................................................... 4
EXAMPLES OF PROHIBITED CONDUCT ............................................................................................................ 5
ANTI-RETALIATION POLICY ................................................................................................................................... 6
WORKPLACE VIOLENCE PREVENTION POLICY ........................................................................................... 6
WORKPLACE BULLYING POLICY .......................................................................................................................... 7
OPEN DOOR COMPLAINT AND GRIEVANCE POLICY ................................................................................ 8
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY AND COMPLIANT PROCEDURE . 8
REPORTING DISCRIMINATION, HARASSMENT, RETALIATION, OR SEXUAL ASSAULT ............. 9
Responsibilities of Managers and Supervisors ............................................................................................................... 9
BACKGROUND AND REFERENCE CHECKS ..................................................................................................... 9
IMMIGRATION LAW COMPLIANCE .................................................................................................................... 10
AMERICANS WITH DISABILITIES ACT (ADA) AND THE ADA AMENDMENTS ACT ..................... 10
SOCIAL MEDIA AND BLOGGING POLICY ....................................................................................................... 10
Employer Monitoring ....................................................................................................................................................... 11
Reporting Violations .................................................................................................................................................... 11
Discipline for Violations ............................................................................................................................................. 11
COMPUTER, E-MAIL AND INTERNET POLICY .............................................................................................. 12
THE CLUB’S RIGHT TO MONITOR AND CONSEQUENCES ..................................................................... 13
WORKPLACE GAMBLING POLICY ...................................................................................................................... 13
EMPLOYMENT RECORDS ........................................................................................................................................ 13
EMPLOYEE ENTRANCE ........................................................................................................................................... 14
PARKING & CAR DECALS ........................................................................................................................................ 14
PERSONAL BELONGINGS & LOCKERS ............................................................................................................. 14
VISITORS.......................................................................................................................................................................... 15
USE OF CLUB PROPERTY ......................................................................................................................................... 15
BULLETIN BOARDS/NOTICES .............................................................................................................................. 15
EMPLOYMENT OF FAMILY AND FRIENDS ..................................................................................................... 15
PERFORMANCE REVIEW AND RATING ........................................................................................................... 15
PROMOTIONS AND TRANSFERS .......................................................................................................................... 16
SALARY REDUCTION ................................................................................................................................................ 16
LAYOFFS .......................................................................................................................................................................... 16
RESIGNATION .............................................................................................................................................................. 16
EMPLOYMENT BRIDGING AND REHIRE POLICY ....................................................................................... 17
REHIRING .................................................................................................................................................................. 17
BRIDGING .................................................................................................................................................................. 17
EMPLOYMENT REFERENCES ........................................................................................................................... 17
COMPENSATION ......................................................................................................................................................... 17
YOUR SCHEDULE ................................................................................................................................................... 17
TIMEKEEPING ......................................................................................................................................................... 18
OVERTIME ................................................................................................................................................................. 18
WORKING OFF THE CLOCK ............................................................................................................................. 18
PAYDAY ....................................................................................................................................................................... 19
CLOCKING IN AND OUT .................................................................................................................................... 19
MEAL BREAK POLICY ........................................................................................................................................... 19
SNOW DAYS/SEVERE WEATHER .................................................................................................................... 19
EMPLOYEE DATING POLICY ............................................................................................................................ 20
MEMBERSHIP ................................................................................................................................................................ 21
PRIVACY POLICY ......................................................................................................................................................... 21
ATTENDANCE POLICIES ......................................................................................................................................... 22
LATE POLICY ................................................................................................................................................................ 22
ABSENT POLICY ........................................................................................................................................................... 22
DISCIPINARY PROCEDURE .................................................................................................................................... 22
NO CALL/NO SHOW .............................................................................................................................................. 22
PROGRESSIVE DISCIPLINE ..................................................................................................................................... 23
Employee Responsibility ........................................................................................................................................ 23
Responsibilities of Supervisors, Managers and Directors ................................................................................. 23
EMPLOYEE CONDUCT ............................................................................................................................................. 23
STANDARDS OF CONDUCT .................................................................................................................................... 25
STANDARDS OF APPEARANCE ............................................................................................................................ 27
TESTING .......................................................................................................................................................................... 28
RANDOM TESTING .................................................................................................................................................... 29
REASONABLE SUSPICION AND AREA TESTING .......................................................................................... 29
POST-OFFER, PRE-EMPLOYMENT TESTING .................................................................................................. 30
WORK-RELATED INJURY ........................................................................................................................................ 30
RETURN-TO-DUTY / FOLLOW-UP TESTING .................................................................................................. 30
PROHIBITED CONDUCT .......................................................................................................................................... 30
TOBACCO FREE ENVIRONMENT ........................................................................................................................ 31
WORKER’S COMPENSATION POLICY ................................................................................................................ 32
IMMIGRATION LAW COMPLIANCE .................................................................................................................... 33
AMERICANS WITH DISABILITIES ACT (ADA) AND THE ADA AMENDMENTS ACT ..................... 33
OUR EQUAL EMPLOYMENT OPPORTUNITY POLICY
The Club provides equal employment opportunities (EEO) to all employees and applicants for employment
without regard to race, color, religion, gender, sexual orientation, national origin, age, disability, genetic
information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state
and local laws. The Club complies with applicable state and local laws governing non-discrimination in
employment.
This policy applies to all terms and conditions of employment, including, but not limited to, hiring,
placement, promotion, termination, layoff, recall, transfers, and leaves of absence, compensation, and
training. The Club expressly prohibits any form of unlawful employee harassment based on race, color,
religion, gender, sexual orientation, national origin, age, genetic information, disability, or veteran status.
Improper interference with the ability of AAC’s employees to perform their expected job duties is not
tolerated.
Any employee who feels that this policy is not being observed should immediately contact their department
manager or HR Director. All reports will be treated as confidential to the extent practicable. No one will be
subject to any form of discipline or retaliation for reporting incidents of unlawful discrimination or
harassment or pursuing any such claim.
ANTI-DISCRIMINATION AND HARASSMENT POLICY
The Club is committed to providing a work environment that is free of discrimination and unlawful
harassment, including sexual harassment. The Club prohibits all forms of harassment in employment based
upon an employee’s sex, gender, pregnancy, childbirth or related medical condition, race, ethnicity, color, age,
religion, disability, or any other legally protected characteristic. Accordingly, all employees, including members
of management and supervisors are prohibited from any workplace behavior or conduct which is perceived
by an employee as intimidating, abusive, hostile, harassing, discriminatory, offensive, embarrassing,
demeaning, or degrading.
Sexual harassment is a form of harassment. Traditionally, the law has recognized the following two categories
of sexual harassment:
Quid pro quo harassment:
This type of harassment occurs when a supervisor requires sexual favors from an employee in return for job
opportunities or benefits or when the supervisor withholds job opportunities or benefits based upon an
employee’s refusal to grant sexual favors.
Hostile environment harassment:
This type harassment results when an employer condones or tolerates an abusive workplace atmosphere
which is sufficiently severe or pervasive to alter the conditions of an employee’s employment. This occurs
when an employee has been subjected to unwelcome sexual advances, propositions or other conduct of a
sexual nature based upon the employee’s sex. Liability may exist for conduct between the
employer/supervisor and an employee, between co-employees or between persons of the same sex. To
promote a work environment free of harassment and to avoid the risk to the reputation and resources of the
Club, all employees and management should refrain from any workplace behavior or conduct which could be
viewed as harassing.
EXAMPLES OF PROHIBITED CONDUCT
The following examples are not inclusive but serve to illustrate conduct which is prohibited in the workplace,
and includes any action which may be construed as offensive by any employee:
1) Conditioning employment, assignment, compensation, promotion, advancement, career development
or any other terms or conditions of employment on whether an employee provides sexual favors.
2) Threatening or implying that cooperation with sexual demands (or refusal thereof) will have any
effect on employment, assignment, compensation, advancement, career development or any other
term or condition of employment.
3) Jokes, taunts, comments, posters, pictures, graffiti or cartoons which demean, offend or degrade
individuals or categories of individuals because of sex, gender, pregnancy, childbirth or related
medical condition, race, ethnicity, color, age, religion, disability, or any other legally protected
characteristic.
4) Conversations and comments about sex including, but not limited to, your own sexual activities and
experiences and those of other employees.
5) Making sexual innuendoes in the workplace and/or using language which is sexually oriented,
sexually explicit, sexually suggestive and/or obscene.
6) Suggestive flirting, or making sexual advances or propositions with/to other employees, members,
guests or vendors, engaging in sexual banter, even if this conduct was initially welcomed or initiated
by them.
7) Offensive touching of other employees, members, guests or vendors including but not limited to
horseplay, fondling, rubbing, stroking, massaging, tickling, or pinching.
8) Comments regarding another employee’s, members, guests or vendors body, or anatomy.
9) Blocking the movements of any other employee, members, guests or vendors.
10) Using vulgar, obscene, and/or profane language.
11) Using racial, ethnic, sexual or other derogatory epithets, slurs, negative stereotyping, denigrating or
hostile language in the workplace.
12) Making threats or intimidating other employees, members, guests or vendors.
13) Displaying or possessing sexually suggestive or obscene written materials, objects, pictures,
memorabilia, posters, or cartoons
14) Accessing pornographic, sexual, racist, hate-related or other such sites on the Club computers.
15) Transmitting pornographic, sexual, racist, or hate-related communications on the Club computers.
16) Making or threatening reprisals after a negative response to sexual advances, and making sexual
gestures.
ANTI-RETALIATION POLICY
The Club is committed to providing a work environment in which employees may complain about alleged
discrimination or other problems, including harassment, without fear of retaliation. The Club strictly prohibits
discrimination against any employee because he or she has opposed any unlawful employment practices or
because he or she has made a charge, testified, assisted, or participated in any manner in an investigation,
proceeding or hearing regarding such alleged practices. Any employee who wants to report an incident of
retaliation should promptly report the matter to their Supervisor, Manager, Department Head or the Human
Resources Director. Employees can raise concerns and make reports without fear of reprisal or retribution.
All reports of retaliation will be maintained in confidence to the extent practicable.
The Club will promptly conduct a thorough and unbiased investigation of all reports. Any employee,
Supervisor, Manager or Department Head who becomes aware of possible retaliation shall promptly advise
their Department Manager or Human Resources Director. Anyone engaging in retaliation will be terminated
from the Club.
WORKPLACE VIOLENCE PREVENTION POLICY
The Club is committed to maintaining a safe environment and preventing workplace violence. All employees
should be treated with courtesy and respect always.
Conduct that threatens, intimidates, or coerces another employee, members, guests or vendors at any time,
including off-duty periods, will not be tolerated.
To prevent violence that may occur during business hours or on the Club premises, the Club has developed
these guidelines to identify and define prohibited conduct, which includes, but is not limited to:
1) Physically or verbally threatening another individual
2) The intentional destruction or threat of destruction of Club property or a co-employee’s property
while at work
3) Harassing or threatening phone calls or written communications
4) Stalking
5) Advocating or threatening the illegal use of weapons or bombs
6) Threats or attempts to commit suicide.
7) Fighting
8) Horse play
Employees are prohibited from possessing weapons, including but not limited to, firearms, knives and other
dangerous instruments or hazardous devices on AAC premises.
All threats of violence, violent acts, potentially volatile situations, and all conduct prohibited by this policy
should be reported as soon as possible to an immediate supervisor. This includes threats by employees, as
well as threats by clients, vendors, solicitors, members or their guests. Reports should be as specific and
detailed as possible. Additionally, any emergency, crisis or situation posing a threat to the AAC, will be
promptly and thoroughly investigated. The identity of the individual making a report will be protected as
much as is practical. No person will be subject to retaliation or reprisal because of making a report. To
maintain workplace safety and the integrity of its investigation, the Club may suspend employees, either with
or without pay
Anyone determined to be responsible for threats of violence; violent acts or other conduct that is in violation
of these guidelines will be terminated. The Club encourages employees to bring their disputes or differences
with other employees to the attention of their supervisor before the situation escalates into potential violence.
The Club is eager to assist in the resolution of employee disputes, and will not discipline employees for raising
such concerns.
WORKPLACE BULLYING POLICY
The Club defines bullying as “repeated inappropriate behavior, either direct or indirect, whether verbal,
physical or otherwise, conducted by one or more persons against another or others, at the place of work
and/or during employment. The AAC will not in any circumstance tolerates bullying behavior. Employees
found in violation of this policy will be disciplined, up to and including termination.
Bullying may be intentional or unintentional. However, it must be noted that where an allegation of bullying
is made, the intention of the alleged bully is irrelevant, and will not be given consideration when meting out
discipline. As in sexual harassment, it is the effect of the behavior upon the individual which is important.
The Club considers the following types of behavior examples of bullying:
Verbal Bullying: slandering, ridiculing or maligning a person or his/her family; persistent name calling which
is hurtful, insulting or humiliating; using a person as butt of jokes; abusive and offensive remarks.
Physical Bullying: pushing; shoving; kicking; poking; tripping; assault, or threat of physical assault; damage to
a person’s work area or property.
Gesture Bullying: non-verbal threatening gestures, glances which can convey threatening messages.
Exclusion: socially or physically excluding or disregarding a person in work-related activities.
In addition, the following examples may constitute or contribute to evidence of bullying in the workplace:
1) Persistent singling out of one person.
2) Shouting, raising voice at an individual in public and/or in private.
3) Using verbal or obscene gestures.
4) Not allowing the person to speak or express him/herself (i.e., ignoring or interrupting).
5) Personal insults and use of offensive nicknames.
6) Public humiliation in any form.
7) Constant criticism on matters unrelated or minimally related to the person’s job performance or
description.
8) Ignoring/interrupting an individual at meetings.
9) Public reprimands.
10) Repeatedly accusing someone of errors which cannot be documented.
11) Deliberately interfering with mail and other communications.
12) Spreading rumors and gossip regarding individuals.
13) Encouraging others to disregard a supervisor’s instructions.
14) Manipulating the ability of someone to do their work (e.g., overloading, under loading, withholding
information, setting meaningless tasks, setting deadlines that cannot be met, giving deliberately
ambiguous instructions).
15) Inflicting menial tasks not in keeping with the normal responsibilities of the job.
16) Taking credit for another person’s ideas.
17) Refusing reasonable requests for leave in the absence of work-related reasons not to grant leave.
18) Deliberately excluding an individual or isolating them from work-related activities (meetings, etc.).
19) Unwanted physical contact, physical abuse or threats of abuse to an individual or an individual’s
property (defacing or marking up property).
OPEN DOOR COMPLAINT AND GRIEVANCE POLICY
The Club maintains an open-door policy which permits an employee to discuss problems, concerns, or
grievances. If an employee has a problem that relates to his or her job, and particularly if the problem is in the
nature of a complaint, the employee is strongly urged to speak with their immediate supervisor. If the
employee feels that their concerns have not been adequately addressed by their immediate supervisor, the
employee should follow the chain of command that has been set up at the Club. It will typically follow with a
Department Manager, Department Head then HR.
The employee must also submit a written summary of the problem so that the Club will have complete and
properly documented information. The employee may be assured that his or her personal concerns can be
voiced without fear of reprisal.
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
AND COMPLIANT PROCEDURE
AAC is committed to maintaining an environment that encourages and fosters appropriate conduct among all
persons and respect for individual values. Accordingly, AAC is committed to enforcing this Non-
Discrimination and Anti-Harassment Policy and Complaint Procedures at all levels to create an environment
free from discrimination, harassment, retaliation and/or sexual assault. Discrimination or harassment based
on race, gender and/or gender identity or expression, color, creed, religion, age, national origin, ethnicity,
disability, veteran or military status, sex, sexual orientation, pregnancy, genetic information, marital status,
citizenship status, or on any other legally prohibited basis is unlawful and undermines the character and
purpose of the Club. Such discrimination or harassment violates AAC policy and will not be tolerated.
Any form of retaliation against anyone who has complained of or formally reported discrimination,
harassment, or sexual assault, or has participated in an investigation of such a complaint, regardless of
whether the complaint relates to the complaining person or someone else, will not be tolerated, and violates
both this policy and applicable law.
The Club prohibits discrimination, harassment, retaliation, and sexual assault.
REPORTING DISCRIMINATION, HARASSMENT, RETALIATION,
OR SEXUAL ASSAULT
Any employee who believes that he or she has been a victim of discrimination, harassment, retaliation or
sexual assault prohibited by this policy, or any employee who has witnessed such discrimination, harassment,
retaliation or sexual assault, should immediately report the circumstances in accordance with the procedure
set forth below. AAC may investigate any conduct that violates this policy, even in the absence of a
complaint, and take remedial action where appropriate.
An employee may make a complaint to any of the individuals listed below:
a) The Employee’s Supervisor, Manager or Department Head
b) The Human Resources Director
The employee must also submit a written summary of the problem so that the Club will have complete and
properly documented information. The employee may be assured that his or her personal concerns can be
voiced without fear of reprisal.
All complaints under this policy will be referred to the Human Resource Director.
The Club encourages prompt reporting of complaints so that it may respond appropriately and investigate
while the matter is freshest in witnesses’ memory and other evidence is most likely to be available. There is no
fixed deadline for reporting discrimination, harassment, retaliation or sexual assault complaints. Because it is
not always easy to interpret words or actions, employees are further encouraged to bring forward any
concerns under this policy before they rise to the level of violating the law.
Responsibilities of Managers and Supervisors
It is imperative that managers and supervisors set the tone for the enforcement of this policy. Managers and
supervisors have a special obligation not to engage in discrimination, harassment, retaliation or sexual assault.
All management and supervisory personnel have an affirmative duty and are required to promptly report any
discrimination, harassment, retaliation or sexual assault that they observe, learn about from others, or
reasonably suspect has occurred with respect to an employee.
BACKGROUND AND REFERENCE CHECKS
To ensure that individuals who join the Club are well qualified and to ensure that the Club maintains a safe
and productive work environment, it is our policy to conduct pre-employment background checks on all
applicants who accept an offer of employment. Background checks may include verification of any
information on the applicant’s resume or application form.
Everything offers of employment are conditioned on receipt of a background check report that is acceptable
to the Club. All background checks are conducted in conformity with the Federal Fair Credit Reporting Act,
the Americans with Disabilities Act, and state and federal privacy and antidiscrimination laws. Reports are
kept confidential and are only viewed by individuals involved in the hiring process.
If information obtained in a background check would lead the Club to deny employment, a copy of the
report will be provided to the applicant, and the applicant will have the opportunity to dispute the report’s
accuracy. Background checks may include a criminal record check, although a criminal conviction does not
automatically bar an applicant from employment.
Additional checks such as a driving record or credit report may be made on applicants for job categories if
appropriate and job related.
The Club also reserves the right to conduct a background check for current employees to determine eligibility
for promotion or reassignment in the same manner as described above.
IMMIGRATION LAW COMPLIANCE
The Club is committed to employing only United States citizens and immigrants who are authorized to work
in the United States. We do not unlawfully discriminate based on citizenship or national origin. In compliance
with applicable State and Federal law, each new employee, as a condition of employment, must complete the
Employment Eligibility Verification Form I-9 and present documentation establishing identity and
employment eligibility. The Club uses the E-verify system to validate that a new employee is eligible to work
legally inches.
Employees with questions or those seeking more information on immigration law issues are encouraged to
contact the Human Resource Director. Employees may raise questions or complaints about immigration law
compliance without fear of reprisal.
AMERICANS WITH DISABILITIES ACT (ADA) AND THE ADA
AMENDMENTS ACT
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as
the ADAAA, are federal laws that prohibit employers with 15 or more employees from discriminating against
applicants and individuals with disabilities and that when needed provide reasonable accommodations to
applicants and employees who are qualified for a job, with or without reasonable accommodations, so that
they may perform the essential job duties of the position.
It is the policy of the Club to comply with all federal and state laws concerning the employment of persons
with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment
Opportunity Commission (EEOC). Furthermore, it is our Club policy not to discriminate against qualified
individuals with disabilities regarding application procedures, hiring, advancement, discharge, compensation,
training or other terms, conditions and privileges of employment.
The Club will reasonably accommodate qualified individuals with a disability so that they can perform the
essential functions of a job unless doing so causes a direct threat to these individuals or others in the
workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation
creates an undue hardship to the Club.
SOCIAL MEDIA AND BLOGGING POLICY
The Club takes no position on your decision to start or maintain a social networking account or a blog.
However, it is the right and duty of the Club to protect itself from unauthorized disclosure of information.
For this policy, social networking refers to the use of web-based and mobile applications for social interaction
and the exchange of user- generated content. Social media are powerful communications tools that have a
significant impact on the Club and an employee’s professional reputation. The lines between work and
personal life can become blurred. In general, what you do on your own time is a personal decision. However,
activities in or outside of work that affect your job performance, the performance of others, or Club business
interests are a proper focus for the policy and the Club. The Club’s social media and blogging policy includes
rules and guidelines for Club-authorized and personal social media interactions and blogging, and applies to
all employees: (management and non- management) and independent contractors.
General Provisions
Unless specifically authorized by the Club to do so as part of employee’s position, employees are not
permitted to blog or use other forms of social media or technology on the Internet or mobile applications
during working hours or at any time on Club computers or other Club-supplied devices.
Social media, blogs (or similar) technology includes but is not limited to:
Social Networking Sites (Facebook, Myspace, Foursquare, LinkedIn, Pinterest and Instagram)
Micro-blogging sites (Twitter)
Blogs (including company and personal blogs as well as comments)
Video and Photo Sharing Websites (Flickr, YouTube)
Forums, Chat Rooms and Discussion Boards (Google Groups, Yahoo! Groups)
Forms of online journals, diaries or personal newsletters not affiliated with the Club
Online Encyclopedias (Wikipedia, Sidiki)
Unless specifically instructed, employees are not authorized and therefore restricted to speak on behalf of the
Club. Employees may not publicly discuss members, products, employees or any work-related matters,
whether confidential or not, outside Club authorized communications. Employees are expected to protect the
privacy of the Club and its employees and members and are prohibited from disclosing personal employee
and non-employee information and any other proprietary and nonpublic information to which employees
have access.
Employer Monitoring
Employees are cautioned that they should have no expectation of privacy while using the Internet. Your
postings can be reviewed by anyone, including the Club. The AAC reserves the right to monitor comments or
discussions about AAC, its employees and members. Employees are cautioned that they should have no
expectation of privacy while using company equipment or facilities for any purpose, including authorized
social media interaction/technology and blogging. The Club reserves the right to use content management
tools to monitor, review or block content on club social media interaction/technology and blogs that violate
our Social Media and Blogging Policy.
Reporting Violations
AAC requests and strongly urges employees to report any violations or possible or perceived violations to
supervisors, managers or Human Resources. Violations include discussions of the Club, its employees and
members, any discussion of proprietary information and any unlawful activity related to blogging.
Discipline for Violations
The Club investigates and responds to all reports of violations of the blogging rules and guidelines and other
related policies. Violation of the Club’s blogging policy will result in disciplinary action up to and including
immediate termination. Discipline or termination will be determined based on the nature and factors of any
blog post. AAC reserves the right to take legal action where necessary against employees who engage in
prohibited or unlawful conduct.
1) Employees are expected to follow the guidelines and policies set forth to provide a clear line between
you as the individual and you as the employee.
2) Employees are personally responsible for their commentary.
3) Employees can be held personally liable for commentary that is considered defamatory, obscene,
proprietary or libelous by any offended party, not just the Club.
4) Employees cannot use Club-owned equipment, including computers, company-licensed software or
other electronic equipment, nor facilities or company time, to conduct personal blogging.
5) Employees cannot use social media or blogs to harass, threaten, discriminate or disparage against
employees or anyone associated with or doing business with the Club.
6) If you choose to identify yourself as the Club employee, please understand that some readers may
view you as a spokesperson for the Club. Because of this possibility, we ask that you state that your
views expressed in your blog are your own and not those of the Club, or of any person or
organization affiliated or doing business with the Club.
7) Employees cannot post on personal blogs the name, trademark or logo of the AAC or any business
with a connection to the Club. Employees cannot post Club- privileged information, including
copyrighted information or Club-issued documents.
8) Employees cannot post photographs of other employees, clients, vendors or suppliers, nor can
employees post photographs of persons engaged in Club business, at Club events and of Club
products.
9) Employees cannot post on personal social media or blogs any advertisements of Club products nor
sell Club products and services.
10) Employees cannot link from a personal social media site or blog to the Club’s internal website.
11) If contacted by the media or press about your post that relates to AAC business, employees are
required to speak with the General Manager before responding.
COMPUTER, E-MAIL AND INTERNET POLICY
The Club recognizes that use of the Internet has many benefits for the Club and employees. The Internet and
e-mail can make communication more efficient and effective. Therefore, employees are encouraged to use the
Internet appropriately. Unacceptable usage of the Internet can place the Club and others at risk. This policy
discusses acceptable usage of the Internet and e-mail.
The following guidelines have been established for using the Internet and e-mail in an appropriate, ethical and
professional manner.
AAC internet and e-mail access may not be used for transmitting, retrieving or storing of any
communications of a defamatory, discriminatory or harassing nature or pornographic. No
messages with derogatory or inflammatory remarks about an individual's race, age, disability,
religion, national origin, physical attributes or sexual preference shall be transmitted. Harassment
of any kind is prohibited.
Disparaging, abusive, profane, or offensive language; materials that might adversely or negatively
reflect upon AAC or be contrary to AAC’s best interests; and any illegal activities including
piracy, cracking, extortion, blackmail, copyright infringement, and unauthorized access to any
computers on the Internet or e-mailare forbidden.
Copyrighted materials belonging to entities other than AAC may not be transmitted by
employees on the Club's network. All employees obtaining access to other companies' or
individual's materials must respect all copyrights and may not copy, retrieve, modify or forward
copyrighted materials, except with permission or as a single copy to reference only.
Do not use the system in a way that disrupts its use by others. This includes excessive dial-in
usage, sending or receiving many large files and "spamming" (sending e-mail messages to
thousands of users.)
The internet is full of useful programs that can be downloaded, but some of them may contain
computer viruses that can extensively damage our computers. Be sure to check with IT before
files are downloaded
Each employee is responsible for the content of all text, audio or images that he/she places or
sends over the Club’s Internet and e-mail system. No e-mail or other electronic communications
may be sent which hides the identity of the sender or represents the sender as someone else.
Also, be aware that AAC’s name is attached to all messages so use discretion in formulating
messages.
Generally, e-mail is not private or confidential. All electronic communications are AAC’s
property. Therefore, the Club reserves the right to examine, monitor and regulate e-mail
messages, directories and files, as well as Internet usage. Also, the Internet is not secure so don't
assume that others cannot read or possibly alter your messages
Internal and external e-mail messages are considered business records and may be subject to
discovery in the event of litigation. Be aware of this possibility when sending e-mail within and
outside the Club.
THE CLUB’S RIGHT TO MONITOR AND CONSEQUENCES
All company-supplied technology, including computer systems and company-related work records, belong to
AAC and not the employee. AAC routinely monitors usage patterns for its e- mail and Internet
communications and so employees should use discretion in the sites that are accessed.
Since all the computer systems and software, as well as the e-mail and Internet connection, are AAC owned,
all Club policies are in effect always. Any employee who abuses the privilege of AAC facilitated access to e-
mail or the Internet, may be denied access to the Internet and, if appropriate, be subject to disciplinary action
up to and including termination.
WORKPLACE GAMBLING POLICY
The Club prohibits most forms of gambling in the workplace, including professional or organized gambling
activities. Exceptions to the prohibition include office or department-sanctioned pools, raffles, friendly
wagers or Club sponsored events supporting cause. Employees are required to seek approval prior to
engaging in any gambling activities. All inquiries should be directed to the Human Resource Department for
approval. Failure to comply with this policy will result in disciplinary action, including possible termination.
The Human Resource Department is required by state law to ensure that AAC follows all applicable gambling
laws.
EMPLOYMENT RECORDS
Employee files are maintained by the human resources department and are considered confidential. Managers
and supervisors other than the human resources director and his or her subordinates may only have access to
personnel file information on a need-to-know basis. As required by law, some records pertaining to
employees are maintained in separate files relating to medical issues and internal investigations. A manager or
supervisor considering the hire of a former employee or transfer of a current employee may be granted access
to the file, or limited parts of it in accordance with anti-discrimination laws.
Personnel files may only be reviewed in the Human Resource Department, even by managers and
supervisors. Personnel files may not be taken outside of the department, even by managers and supervisors.
Representatives of government or law enforcement agencies, during their duties, may be allowed access to file
information. This decision will be made at the discretion of the Company or the Human Resource
Department in response to the employee’s request, a valid subpoena, or valid court order.
Personnel file access by current employees and former employees upon request will generally be permitted
within 3 days of the request. All requests for access to your personnel file must be provided in writing to
human resources. Upon receipt of your written request, human resources will schedule an appointment for
you to view your file during normal office hours. For purposes of this policy, your personnel file includes
records related to performance and training as well as other records used for hiring, promotion and
disciplinary decisions. Employees are not permitted to remove any documents from the personnel file but
may provide a written response to any document in the personnel file. Written responses will be attached to
the original document in the personnel file.
It is also important that your employment records are accurate. Please notify the Human Resources Director
if you have changes in any of the following
Name, Address, Telephone Number
Emergency Contact Information
Marital Status &/or Number of Dependents
Beneficiary for Life Insurance or 401K
Tax Deductions
EMPLOYEE ENTRANCE
Uniformed employees who are working in the Clubhouse are required to enter and leave using the employee
entrance (the loading dock near the storeroom). Please do not enter the building more than 30 minutes prior
to the beginning of your scheduled shift; you must leave the building no more than 30 minutes after the end
of your shift. Employees are not permitted in the clubhouse without shoes on. In addition, employees are not
to wear t-shirts, jeans, or hats in the social areas of the Clubhouse. Social areas include the reception area, the
living room, the Merion Dining Room, the Royal Troon Grill and the Interlochen Lounge.
PARKING & CAR DECALS
Employees are to park in the employee parking lot located on the right side of the Clubhouse between the
Center and the member parking lot. The Club assumes no responsibility for damage to, or loss of vehicles (or
of personal property left inside vehicles). Each employee must obtain a parking decal from the Human
Resources Director. If the employee purchases a new vehicle or if the employee leaves the club’s
employment, the old decal must be returned to the Human Resources Director. The decal should be placed
on the lower left corner of the windshield
PERSONAL BELONGINGS & LOCKERS
The club provides lockers and locks for employees. Although lockers are available as a convenience while at
work, remember that all lockers and locks remain the sole property of the Club. Do not place any other lock
on your locker.
The Club reserves the right to open and inspect lockers, as well as contents, effects or articles that are in
lockers. Such an inspection can occur at any time, with or without notice or consent. Employees who, if
asked, fail to cooperate in any inspection are subject to disciplinary action, including possible suspension or
termination.
Prohibited material, including weapons, explosives, alcohol, and illegal drugs cannot be placed in a locker. Do
not store valuable items such as jewelry, money, etc. The Club is not responsible for any articles placed or left
in the locker that are lost, damaged, stolen or destroyed. The Club will confiscate unauthorized club, member,
or other employee property found in possession or in an employee locker. Possession of these items will
result in disciplinary action and possibly criminal prosecution.
VISITORS
Employees are encouraged not to have visitors due to possible interruption of their work. If it is necessary,
for reasons such as transportation, visitors must be properly dressed and must not stay more than 15 minutes.
Only the department head or supervisor may grant visits longer than 15 minutes. An employee may be
required to clock out if a visit is approved.
USE OF CLUB PROPERTY
Use of Mail & Copier: Employees are not permitted to use the club’s name, address or stationery for personal
mail. Postage stamps purchased by the club are to be used for club business only. Personal use of the copier
can be made available at a cost of ten cents per copy.
Use of Recreational Facilities: The Club offers Monday golf to employees. Other use of the facility is at the
discretion of the General Manger.
Use of Club Vehicles: No one may drive a Club vehicle for personal use without permission in advance from
the department head and the Business Office. A copy of the employee’s driver’s license must be submitted to
our insurance company for approval.
Use of other Property or Equipment: Use of other Club property or equipment requires the approval of the
department head or General Manager.
BULLETIN BOARDS/NOTICES
All notices that affect employees will be posted near the time clocks in all areas, as well as outside the Human
Resources office on the second floor of the clubhouse. No one may post information on the bulletin board
without first obtaining approval from the Human Resources Manager. It will be each employee’s
responsibility to check the board daily and to carefully read all notices.
EMPLOYMENT OF FAMILY AND FRIENDS
Over the years there have been many successful family members and friends working together at the club. We
recognize, however, that problems may occasionally arise at work because of these relationships.
Supervisors are not permitted to hire or supervise their own relatives in the same department. Relatives, who
are all working in, or applying for, non-supervisory positions may work for the club with the approval of the
Human Resources Manager or the General Manager.
PERFORMANCE REVIEW AND RATING
All employees are expected to work efficiently and harmoniously and to meet the requirements and standards
of their positions. During employment with the Club, periodic evaluations may be used as a tool to
reflect the employee’s job and performance. You can expect to be reviewed annually, near or on your
anniversary date (date of hire). You are encouraged to discuss job objectives and career goals with your
manager during this review. Based upon the evaluation, the employee’s total work record, and budgetary
constraints, the employee’s salary may be adjusted. It should be understood, however, that any changes in
salary are not an automatic part of the performance review but are within the Club’s discretion. Salary
changes are based upon merit, the employee’s entire work record, and an individual evaluation.
PROMOTIONS AND TRANSFERS
Qualified candidates will be given consideration for new or vacant positions. Employees interested in a
promotion or transfer should make their interest known to the appropriate manager as well as the Human
Resources Director. If it is determined that there are no fully qualified candidates for an available position, the
Club will hire from the outside to fill the position. To be considered for a departmental transfer or promotion
an employee must:
1) Have successfully completed 90 days of employment.
2) Meet all job qualifications for the new position.
3) Have good job performance and attendance records in present department.
4) Exhibit team work skills & a positive attitude.
5) Original hire dates will be maintained for benefit and performance reviews.
SALARY REDUCTION
If an employee is reassigned to a different position for any reason, the Club reserves the right to adjust an
employee’s salary to reflect the duties of the new position.
LAYOFFS
If a cutback in the number of employees becomes necessary, the Department Manager will determine which
positions will be eliminated and will notify the affected employees two weeks in advance if possible. If a
layoff exceeds one year, the employee will be considered terminated. Lay-off decisions for employees within
each job classification will be made by Department Managers based first on job performance and then on
length of service.
RESIGNATION
Although we hope your employment with the Club will be a mutually rewarding experience we understand
that varying circumstances do cause employees to voluntarily resign employment. Should this time come you
are asked to follow the guidelines below regarding notice and exit procedures.
Employees are encouraged to provide at least two weeks’ notice to facilitate a smooth transition from the
Club.
All resignations must be in writing.
If an employee provides more notice than requested, the Club will evaluate whether the
additional notice is necessary for effective business operations and will notify the employee
of the final date of employment.
If an employee provides less notice than requested, the Club may deem the individual to be
ineligible for rehire depending upon the circumstances regarding the notice given.
Management reserves the right to provide an employee with two weeks’ pay in lieu of notice
in situations where job or business needs warrant such action. Such a decision should not be
perceived as reflecting negatively on the employee since it may be due to a variety of reasons
not known to the individual or other employees.
Employees will not be allowed to rescind a resignation whether given orally or in writing
once the resignation has been confirmed by the Club.
Resigning employees may be scheduled for an exit interview to ensure that all tools,
uniforms, decals, keys, equipment etc. are returned and to provide an opportunity to discuss
any questions or concerns related to employment with AAC.
Departing employees will be asked to confirm their forwarding address to ensure that
benefits and tax information are received in a timely manner. Final pay will be mailed to this
address by the next payday unless state law or other procedures dictate otherwise. Accrued
but unused vacation will be paid out consistent with the company vacation policy and state
law requirements.
Unused sick days, personal days & holidays are NOT payable when an employee resigns.
EMPLOYMENT BRIDGING AND REHIRE POLICY
REHIRING
It is the policy of the Club not to re-hire an individual who was terminated for cause. A former employee
who voluntarily left the employment of the Club may be considered for re-hire after a one year waiting
period, based on the review of his/her past job performance and the club’s needs.
BRIDGING
If an employee resigns from his/her full-time position and is re-employed later, the employee relinquishes all
prior benefits, unless the following conditions exist:
1) The employee worked full-time (or the equivalent) at the club for at least three (3) years, and
2) The employee has returned to the club within three (3) years from the date of resignation.
3) Bridging is used for length of service credit only and will not increase an employee’s PTO benefits.
EMPLOYMENT REFERENCES
The Club will provide employee information to outside agencies as requested in writing. Our standard
reference letters are limited to confirming the dates of employment and job title. The Club does not provide
letters of recommendation. Only persons specifically authorized to disclose information about current or
former employees should do so, and any phone calls or written inquiries seeking such information should be
directed to the Human Resources Department.
COMPENSATION
YOUR SCHEDULE
Everyone’s schedule depends upon the assigned position and the assigned shift. You will be scheduled for
work based upon the amount of work available and upon the hours/days you stated you could work during
your interview. If your availability changes, this may affect the number of hours of work the club can offer
you.
It is likely that a heavier workload will exist from time to time. You are expected to perform the necessary
duties when called upon to do so. Refusal to perform these duties could be grounds for disciplinary action up
to and including termination.
TIMEKEEPING
All non-exempt employees must clock in at the beginning of each shift and clock out at the end of each shift.
Hourly-paid employees are required to abide by their assigned work schedules. Times recorded must be the
actual time worked. If an employee desires to leave the premises during working hours, he or she must notify
the supervisor and receive permission from the supervisor before departure. The employee must also clock in
or out as he or she leaves and as he or she returns. Since wages are computed directly from the time clock, it
is important that employees observe the following:
Notify your supervisor immediately if you have difficulty in recording, or forget to record, your time.
Employees are prohibited from altering, falsifying, or tampering with the time clock. Furthermore, an
employee may not sign-in another employee. Any employee who fails to comply with this policy may be
subject to disciplinary action, up to and including termination of employment.
An employee who reports to work at the regularly scheduled starting time and is sent home because of no
available work or circumstances beyond the club’s control, will be paid only for those hours worked that day.
This policy is consistent with State and Federal Law.
OVERTIME
Employees may be required to work overtime from time to time, and all employees may perform such
overtime when, and only when, specifically instructed to do so in writing by his or her supervisor except in
emergencies. Non-exempt employees shall not take work home unless specifically instructed to in advance.
Each employee is designated as either NON-EXEMPT or EXEMPT from the Fair Labor Standards Act
(FLSA) provisions governing overtime compensation.
Calculating Overtime
Hourly non-exempt employees are paid at a rate of one and one-half times the regular rate of pay for all
hours worked more than forty (40) hours in a work week.
WORKING OFF THE CLOCK
Hourly paid employees are not permitted to work “off the clock.” The Club is required by law to keep an
accurate record of the hours worked by non-exempt (hourly) employees. The time clock provides the best
way to do this.
PAYDAY
Each paycheck you receive will have a stub attached showing the time worked, your gross pay and the
deductions made. It is important that you keep these pay stubs for your records.
Employees will be paid every two weeks. Direct deposit is available for employees, and is the desired method
of payment. This benefit allows you to request that your payroll check be deposited directly into a checking or
savings account. You may pick up your paycheck from your supervisor on Fridays after 11:00 am. If you are
not working on payday and wish to have someone else pick up your paycheck for you, you must personally
notify your department head or supervisor of this arrangement and send a written letter with permission.
Anyone who picks up one or more paychecks from the business office will be required to show identification
and will be asked to sign for the checks(s). Checks will not be mailed to active employees unless special
arrangements have been made thorough the Human Resources Director or your supervisor.
If you feel an error has been made in calculating your pay or deductions, you should call it to the attention of
your supervisor immediately. Any corrections to your paycheck will be processed in a timely manner.
If you lose your paycheck, you should immediately notify the Payroll Admin or HR Director for stop
payment action. If your lost check is found, the Payroll Admin must be notified immediately so another
check will not be prepared. You will be responsible for any service fees that the bank may charge for the stop
payment. If your check has been destroyed, washed or torn and you need a replacement check you will not be
responsible for any charges if you are returning the damaged check.
Any checks not picked up within one week of payday will be returned to the Payroll Admin.
CLOCKING IN AND OUT
All hourly employees must use the Jonas system for reporting time. Employees are required to clock in and
out:
1) When reporting to work.
2) At the end of their workday.
3) When leaving the Club for any personal reasons during their scheduled shift.
4) If they leave the Club grounds during their scheduled meal time.
MEAL BREAK POLICY
All hourly employees who work at least 5 ½ hours, must take a 30-minute unpaid meal break. Employees are
set up in the Jonas system to have their meal time automatically deducted. Therefore, employees will NOT be
required to clock in and out for lunch. Exception to this rule is if you leave the Club grounds during lunch.
Employees who work at least 5 ½ hours will be deducted 30 minutes. If an employee works a double shift, or
at least 11 hours, they will only be deducted for one 30-minute meal/break.
SNOW DAYS/SEVERE WEATHER
It is the policy of the Club to remain open during most periods of inclement weather; however, where
extraordinary circumstances warrant, we reserve the right to close the Club. Thus, employees are encouraged
to call their supervisor/department manager or the weather hotline at (770)368-7798 to determine if the
facilities will be open or closed.
If the club is forced to close early due to inclement weather conditions, hourly employees who reported to
work at their regularly scheduled time will be paid only for those hours worked. Employees unable to report
to work will not be paid and can elect to use any accrued PTO (excluding sick) for the missed day. If the Club
closes, employees will not be paid for the day, and may elect to use any accrued PTO (excluding sick) for the
missed day.
EMPLOYEE DATING POLICY
The club strongly believes that an environment where employees maintain clear boundaries between
employee personal and business interactions is most effective for conducting business. Although this policy
does not prevent the development of friendships or romantic relationships between coworkers, it does
establish very clear boundaries as to how relationships will progress during working hours and within the
working environment. Individuals in supervisory relationships or other influential roles are subject to more
stringent requirements under this policy due to their status as role models, their access to sensitive
information and their ability to influence others.
1) During working time and in working areas employees are expected to keep personal exchanges
limited so that others are not distracted or offended by such exchanges and so that productivity is
maintained.
2) During non-working time, such as lunches, breaks and before and after work periods, employees are
not precluded from having appropriate personal conversations in non-work areas if their
conversations and behaviors could in no way be perceived as offensive or uncomfortable to a
reasonable person.
Employees are strictly prohibited from engaging in physical contact that would in any way be deemed
inappropriate by a reasonable person while anywhere on company premises, whether during working
hours or not.
Employees who allow personal relationships with coworkers to affect the working environment will be
subject to the appropriate provisions of the company disciplinary policy which may include counseling
for minor problem. Failure to change behavior and maintain expected work responsibilities is viewed
as a serious disciplinary matter.
Employee off-duty conduct is generally regarded as private, if such conduct does not create problems
within the workplace. An exception to this principle, however, is romantic or sexual relationships
between supervisors and subordinates.
Supervisors, managers, executives or anyone else in sensitive or influential positions must disclose the
existence of any relationship with another coworker that has progressed beyond a platonic friendship.
Disclosure may be made to the Department Manager or the HR Director. This disclosure will enable
the organization to determine whether any conflict of interest exists because of the relative positions of
the individuals involved.
Where problems or potential risks are identified, the organization will work with the parties involved to
consider options for resolving the problem. The initial solution may be to make sure that the parties
involved no longer work together on matters where one is able to influence the other or take action for
the other.
Matters such as hiring, firing, promotions, performance management, compensation decisions,
financial transactions, etc. are examples of situations that may require reallocation of duties to avoid
any actual or perceived reward or disadvantage.
In some cases, other measures may be necessary such as transfer to other positions or departments.
Refusal of reasonable alternative positions, if available, will be deemed a voluntary resignation.
Continued failure to work with the Club to resolve such a situation in a mutually agreeable fashion
may ultimately be deemed insubordination and therefore serve as cause for immediate termination.
The provisions of this policyapplyregardless of the sexual orientation of the parties involved.
Where doubts exist as to the specific meaning of the terms used above, employees should make
judgments on the basis of the overall spirit and intent of this policy.
Any employee who feels they have been disadvantaged as a result of this policy, or who believes this
policy is not being adhered to, should make their feelings known to the Director of HR.
MEMBERSHIP
In the event of any misunderstanding with a member, employees should call their supervisor or manager on
duty. If a member’s conduct towards an employee is a problem for the employee, the department head or
General Manager should be informed immediately.
Socializing with members on or off Club grounds is strongly discouraged! Dating a member is prohibited. If a
member asks you to join them in an activity on or off the Club grounds, or for your personal phone number,
you must obtain the approval from your department head. If he/she is not available, ask the General Manager
for permission. An employee found to have violated this policy will be subject to progressive discipline up to
and including termination.
PRIVACY POLICY
The nature of our business requires a relationship of trust with our members. The foundation of that trust is
the assurance that we will not misuse information that we receive about members.
The following is our Privacy Policy regarding the collection and disclosure of our member’s personal
information. Employees are prohibited from disclosing any personal information about a member to any
inquires, including those from another member. Personal information includes but is not limited to: name,
physical mailing or e-mail address, phone number, credit history and membership status. Requests for
member information should be directed to the General Manager.
TELEPHONE CALLS
Personal calls during the work hours can interfere with employee productivity and be distracting to
others. Cell phones are not to be carried on the job without specific permission from your department
manager. Employees will inform their supervisor of the need to carry a phone.
Employees are therefore asked to make personal calls during breaks and lunch periods and to ensure
that friends and family members are aware of the Club’s policy. Calls are not to be made in member
areas. The Club will not be liable for the loss of personal cellular phones brought into the workplace.
Incoming personal telephone calls to employees should be kept to a minimum.
It is impossible for the switchboard to know every employee, the department in which they work, and
due to the high volume of calls coming in, the Club may not be able to take messages for employees. If
your department has a separate telephone number or extension, this number should be provided to
your family for emergency purposes.
Member area telephones are for club business or member use only.
Unauthorized calls made by an employee will be grounds for disciplinary action, up to and including
termination.
ATTENDANCE POLICIES
The success and smooth operation of the club depends on your being at work on time each day that you are
scheduled to work.
LATE POLICY
Each employee shall be considered late if they have not reported to their department by their scheduled
time, and such tardiness will be recorded by the appropriate supervisor. If you will be late you are
expected to call at least One Hour prior to your scheduled shift.
An Excused tardy occurs when an employee has called to say that they will be late (1) hour or more
prior to their scheduled shift.
An Unexcused tardy occurs when an employee arrives after their scheduled shift and/or has not called
at least 30 minutes prior to their scheduled shift.
ABSENT POLICY
All employees are expected to contact their supervisor at least one (1) hour or more in advance of their shift
if they will be unable to report to work as scheduled. If the supervisor is not available, the employee should
contact another managerial employee from the same department. If you are unable to reach your
manager/supervisor, call the Front Desk and leave a message with the Receptionist. Be sure to leave:
Your full name.
Department.
Time, you were scheduled for work.
**If you have not had a chance to speak with your supervisor, it is your responsibility to call back until you
have reached your manager/supervisor personally to be sure that the message was received correctly. **
Excused absences occur when an employee has called to say that they will not be reporting to work at least 1
hour prior to the start of their shift. Unexcused absences occur when an employee has not called 1 hour prior
to the start of their scheduled shift.
An absence of multiple days due to the same illness, injury or other incident will be counted as one
occurrence for this policy.
DISCIPINARY PROCEDURE
A late/absence form will be filled out on each employee that is late or absent (either excused or unexcused).
Both you (the employee) and the manager will sign the form and a copy will be provided to you. The original
copies will be sent to the HR office. The late/absence forms will be considered as a verbal warning.
A combination of 3 excused and/or unexcused absences and/or tardiness within a(rolling) 60-day
period will result in a written warning.
3 Written Warnings of any kind will result in termination.
NO CALL/NO SHOW
o Not reporting to work and not calling to report the absence is a no call/no show and is a
serious matter.
First Offense Written Warning
Second Offense Written Warning and a 1-day suspension without pay.
Third Offense Termination.
Any no call/no show lasting three consecutive days is considered job abandonment and will result in
immediate termination of employment, and the employee will not be eligible for rehire with the Club.
If the employee has already begun disciplinary process for attendance when a no call/no show occurs the
disciplinary process may be accelerated to the final step.
The Club may consider extenuating circumstances when determining discipline for a no call/no show (for
instance, if the employee is in a serious accident and is hospitalized) and has the right to exercise discretion in
such cases.
PROGRESSIVE DISCIPLINE
Employment with the Club is "at will," which means it is subject to termination by either the Club or the
employee at any time, for any reason. There are no contractual relationships between the Club and an
employee, and letters, benefit or policy statements, performance appraisals, employee handbooks or other
employee communications should not be interpreted as such. No one has the authority to enter any oral or
written employment contract without the signed explicit written approval of the General Manager, and no
written employment contract will be valid without the signature of the General Manager. No list of rules can
include all instances of conduct that can result in discipline and the examples below do not replace sound
judgment.
Employee Responsibility
It is the duty and the responsibility of every employee to be aware of and abide by existing rules and
regulations. It is also the responsibility of the employee to perform his/her duties to the best of his/her
ability and to the standards as set forth in his/her job description or as otherwise established. Employees are
encouraged to take advantage of all learning opportunities available and request additional instruction when
needed.
Responsibilities of Supervisors, Managers and Directors
The immediate supervisor, manager or director must approach corrective measures in an objective manner. If
the employee's performance of assigned task is the issue, the supervisor, manager or director should generally
look to see that proper instructions, appropriate orientation and training have been given and that the
employee is aware of the job expectations. Not only single incidents, but also patterns of poor performance
should be of concern as these are indicative of overall performance. If misconduct is the issue, the supervisor,
manager or director should take steps to make sure that the employee has been made aware of the company's
policies and regulations regarding the infraction. If in either case appropriate instruction or information was
not communicated, a plan for such communication should be immediately developed and reviewed with the
employee.
EMPLOYEE CONDUCT
The Club supports the use of progressive discipline to address conduct issues such as poor work performance
or misconduct and to encourage employees to become more productive workers. Generally, a supervisor
gives a warning to an employee to explain behavior that the supervisor has found unacceptable. There are two
types of warning, verbal and written.
Verbal Warnings are used when a supervisor verbally counsels an employee about an issue of concern. A
written record of the discussion, noting the date, event and recommended action, is usually placed in the
employee's file for future reference.
Written Warnings are used for behavior or violations which a supervisor considers serious or where a verbal
warning has not helped to change unacceptable behavior. An employee should recognize the grave nature of
the written warning.
Suspensions may be used depending upon the seriousness of the infraction, the employee may be suspended
with or without pay in full-day increments consistent with federal, state and local wage- and- hour
employment laws. Nonexempt/hourly employees may not substitute or use an accrued paid vacation or sick
day in lieu of the unpaid suspension. Due to Fair Labor Standards Act (FLSA) compliance issues, unpaid
suspension of salaried/exempt employees is reserved for serious workplace safety or conduct issues. HR will
provide guidance so that the discipline is administered without jeopardizing the FLSA exemption status.
Termination results either when previous disciplinary measures fail to correct your performance or conduct
deficiency, or where an offense or pattern of behavior is so serious as to warrant discharge.
Documentation
The employee will be provided copies of all progressive discipline documentation, including all performance
improvement plans. The employee will be asked to sign, and should receive copies of this documentation
attesting to their receipt and understanding of the corrective action outlined in these documents. Copies of
these documents will be placed in the employee’s official personnel file, and should be submitted to the HR
Director within 48 hours of documenting.
STANDARDS OF CONDUCT
Since it is in the interest of both you and the Club to operate efficiently and safely, certain general rules
covering the conduct of all employees must be observed. No list of rules can include all instances of conduct
that can result in discipline and the examples below do not replace sound judgment or common sense
behavior.
The Club reserves the right to administer appropriate disciplinary action for all forms of disruptive and/or
inappropriate behavior, including but not limited to demotion, verbal and written warnings, suspension with
or without pay and termination. Each situation will be dealt with on an individual basis. Please review
numbers 1-48 on the following page.
1) Creating conflict with coworkers, supervisors, members and guests
2) Failure to comply with health and safety regulations, including not wearing prescribed protective
clothing or equipment
3) Failure to report on the job accidents or failure to complete the state-required Workers’
Compensation Report of Injury immediately or within 24 hours of the accident
4) Horseplay that results in personal injury or equipment damage
5) Use of profane, discourteous, abusive or rude language or a disrespectful action or gesture against
another employee, supervisor, manager, member, guest or vendor
6) Failure to maintain satisfactory job performance
7) Failure to comply with established dress and grooming requirements
8) Contributing to unsanitary or unsafe conditions
9) Sleeping while on your scheduled shift
10) Failure to start or stop work at the scheduled time
11) Leaving the assigned department or work area or being in an area other than your assigned work area
without authorization from your supervisor or manager. **Walking off the job is considered a
voluntary resignation. **
12) Loitering or loafing while on duty
13) Using facility telephones for unauthorized purposes
14) Damaging or using Club-owned equipment without authorization
15) Abusing lunch and break periods
16) Removing, posting or altering notices on any bulletin board on company property without
permission by your manager or Human Resources Department
17) Using the Club’s communication systems inappropriately
18) Violation of the Employee Dating Policy
19) Violation of the Social Media and Blogging Policy
20) Violation of the Anti-Discrimination and Harassment Policy
21) Violation of the Computer, Internet and E-mail Policy
22) Violation of Golf Cart Safety Policy
23) Violation of the Safety and Health Program
24) No Call No Show for 3 or more scheduled days without permission.
25) Failure to return from an approved leave of absence.
26) Carrying a weapon on company property, including the parking lot.
27) Fighting with or attempting bodily injury on another; threatening, intimidating, or coercing other
employees, members, guests or vendors.
28) Spreading malicious rumors.
29) Engaging in indecent behavior.
30) Stealing or possessing without proper authority any tools, material, food, equipment, supplies, or
other property of the club or of other employees, or of members; or attempting to remove any items
from the club without authorization that can be substantiated.
31) Falsification of job applications, accident reports, time cards, inventory records, or any other club
records.
32) Being dishonest, including but not limited to deception, fraud, lying, cheating or theft.
33) Disclosing confidential records or information (Club, employees or members).
34) Demonstrating insubordination, including but not limited to:
35) Refusal to do an assigned job.
36) Refusal to work overtime when required.
37) Refusal to render assistance.
38) Refusal to accept holiday work when assigned.
39) Insolent response to a work order.
40) Delay in carrying out an assignment.
41) Sabotaging the facility, grounds or equipment.
42) Violation of the Workplace Gambling Policy.
43) Violation of the Drug and Alcohol Free Workplace Policy.
44) Violation of the Workplace Violence Prevention Policy
45) Violation of the Anti-Retaliation Policy.
46) Violation of the Workplace Bullying Policy.
47) Other behavior which, in the opinion of The Club is detrimental to the interest of the Club, its
employees, staff and/or members.
48) The Club reserves the right to add to or modify any of the foregoing examples of prohibitive
conduct.
STANDARDS OF APPEARANCE
The Club’s standards for grooming and appearance reflect the club’s conservative tradition. It is essential for
employees to present a professional, well-groomed appearance. All employees are required to follow the dress
and grooming standards established by the club.
Please take pride and great care in your personal appearance. It is important that you project a polished, well-
groomed and conservative image. Employees who are required to wear uniforms will be notified by their
manager. The club provides partial uniforms for certain positions.
1) Uniforms should be clean, neatly pressed and shirts should be tucked in.
2) As a part of the uniform standard, employees must furnish their own shoes. Your manager will
advise you on the proper footwear. A specific footwear standard exists for each work area, and
should be well maintained, clean and polished.
3) Name tags should be worn and visible always.
4) Employees not required to wear a uniform are expected to dress conservatively, in appropriate
business attire.
5) Clothing made of denim material is not allowed.
6) Slacks, jackets, shirts and ties may be required for non-uniformed male employees.
7) All employees must be in full uniform while in member areas.
8) Due to food service requirements, kitchen employees must wear hats or hairnets for sanitary
purposes. Female food servers must confine shoulder length or longer hair.
9) Hair must be clean, neatly trimmed, and conservatively styled or colored.
10) For female employees, hair must be kept clean and present a well-groomed appearance always. Neat
hair styles are required. For food service employees, long or bushy hair must be arranged close to the
head or pulled back away from the face and securely fastened.
11) Females may not wear more than 2 earrings in each ear and should not exceed 2 inches in length or
diameter. Due to safety reasons, long, dangling earrings are not permitted.
12) Fingernails should be kept neatly trimmed and moderate in length with a conservative nail color.
13) Skirt lengths for ladies should be no higher than 2 inches above the bend of the kneecap. Mini- skirts
are not permitted.
14) For male employees, hair must not hang loosely over the forehead but must be neatly combed to the
side, not covering the eyebrows. Hair length should not extend below the top of the shirt collar.
Ponytails are not allowed. Sideburns should be kept closely trimmed and may not extend in length
below the bottom of the ear. Only full beards that are well groomed are permitted. Employees may
not have any shadowing due to partial growth of beards.
15) No earrings are to be worn by males. Facial or tongue piercing is not acceptable.
16) Employees may not wear more than 2 rings per hand.
17) All other forms of jewelry must not be worn in excess. For example, bracelets, necklaces etc.
18) Visible Tattoos / Body Art must be covered always.
19) Personal cellular phones & pagers should not be worn or on your possession during your scheduled
work shift.
20) The Club reserves the right to add or modify any of the foregoing standards of appearance.
DRUG, AND ALCOHOL- FREE WORKPLACE POLICY
The Club is committed to protecting the safety, health, and well-being of its employees and all people who
come into contact with its workplace and property, and/or use its services. The Club is also dedicated to
providing a productive work environment to ensure efficient operations. Recognizing that drug, and alcohol
abuse pose a direct and significant threat to this goal, the Club has adopted a policy of maintaining a
workforce free of drugs, tobacco and alcohol. The Club therefore strictly prohibits the illicit use, possession,
sale, consumption, purchase, conveyance, distribution, or manufacture of illegal drugs, intoxicants or
controlled substances on AAC property, in any amount.
In addition, AAC strictly prohibits an employee from having alcohol or controlled substances in his or her
system without medical authorization during the employee’s work hours, on the premises, or while on duty.
In accordance with the Federal Drug Free Workplace Act, employees must notify the Club of any criminal or
drug related charge, arrest or conviction no later than five (5) days after such charge, arrest or conviction. A
conviction means a finding of guilt (including a plea of nolo contender) or the imposition of a sentence by a
judge or jury in any federal or state court. The safety requirements of the employee's present job assignment.
1) The employee's record with the Club.
2) The employee's statement of facts.
3) The disposition of the charge.
4) The impact of the offense on the Club.
5) Other relevant factors.
Employees are required to abide by this policy as a condition of further employment. Failure to timely notify
the Club of a charge, arrest or conviction for a criminal drug statute violation, will be cause for the employee
to be subject to disciplinary action up to and including immediate termination. The Club may take disciplinary
action before and/or after final disposition of the charges.
TESTING
Testing shall be conducted pursuant to applicable state and federal drug and alcohol testing regulations and
testing procedures.
Testing for drug use generally will be through:
A laboratory certified by the National Institute on Drug Abuse under the U.S. Department of Health and
Human Services. A confirmation test will be conducted on every positive test result before the testing
laboratory notifies the Company. A confirmation test is a test conducted with greater sensitivity for the
identification and level of any drug (except alcohol) present in the original sample provided.
Alco Blow: a tester that uses a fuel cells sensor that will react only to alcohol. No regular calibration checks or
calibration adjustments are needed. The instrument can be used in 2 modes: Active where the employee
participates by blowing into the cone of the instrument where a sample of breath is collected for analysis and
Passive where the cone of the instrument is placed in the air or above a drink to see if it contains alcohol.
Information on the Alco Blow is available online or in the HR’s office.
Testing Results:
Lab: If an employee's drug or alcohol result is confirmed to be positive (more than the levels established by
applicable federal or state regulations or Club standards), the testing laboratory will notify the Club of the test
result.
Alco Blow: if the employee records a color result of amber (low level .010 - .020% BAC) or Red (high level
greater than 0.020% BAC), this will serve as an indicator that the employee’s alcohol result is positive.
The Club may contact the employee to determine whether there is a legitimate explanation for the confirmed
positive test result.
Only those persons with a “need to know” will be provided information regarding a drug/alcohol test and/or
its results, consequences and status.
The Club will arrange transportation for any employee who feels that they may be impaired from the use of
drugs or alcohol.
Testing may also be used in a criminal prosecution, but only with the employee’s consent. About drug and
alcohol testing, employees herein described may be subject to the following drug, and alcohol testing
programs:
RANDOM TESTING
Drug and alcohol tests may be performed any time the employee is at work for the Club. Any person selected
for random drug or alcohol testing shall be notified on the day the test is scheduled, and shall be required to
proceed to the testing site immediately. A member of management shall explain to the employee that the
employee’s name was selected randomly. If an employee is performing work when notified, the employee
must cease the function as soon as practicable and proceed to the collection site. In implementing the
random testing program, AAC shall ensure that the means of random selection remain confidential, and the
Club shall evaluate periodically whether the number of employees tested and the frequency with which those
tests are administered are sufficient to meet AAC’s goal of a drug, and alcohol free work environment.
REASONABLE SUSPICION AND AREA TESTING
Employees shall also submit to testing for the use of drugs, and alcohol when requested to do so by the Club
based upon reasonable suspicion. If a drug or alcohol test for cause becomes necessary for an employee, the
employee may be suspended with pay until a full evaluation has taken place and an appropriate course of
action is determined. No prior notice is required to test for cause. The Club may also conduct an area test. An
area test may be used where there is an indication that drugs, or alcohol may be in use or there is a potential
for damage caused by drug/alcohol use. Reasonable suspicion testing is based on a belief that an employee
is using or has used drugs or alcohol in violation of the policy of the employer drawn from specific objective
and articulate facts and reasonable inferences drawn from the facts in light of experience. Among other
things, the facts and inferences may be based upon, but not limited to, the following:
1) Observable phenomena while at work such as direct observation of substance abuse or of the
physical symptoms or manifestations or being impaired due to substance abuse.
2) Abnormal conduct or erratic behavior while at work or a significant deterioration in work
performance.
3) A report of substance abuse provided by a reliable and credible source.
4) Evidence that an individual has tampered with any substance abuse test during his/her employment
with the current employer.
5) Information that an employee has caused or contributed to an accident while at work.
6) Evidence that an employee has used, possessed, sold, solicited, or transferred drugs while working or
while on the premises of the employer or while operating the employer’s vehicle, machinery, or
equipment.
POST-OFFER, PRE-EMPLOYMENT TESTING
All job offers regarding such positions are made contingent to the applicant passing drug and alcohol tests.
Prior to collection of a urine specimen pursuant to this policy, the applicants shall be notified that the sample
will be tested for the presence of controlled substances, drugs or alcohol. Employees will not be permitted to
drive an AAC vehicle or perform any safety sensitive functions until negative drug and alcohol test results are
received.
WORK-RELATED INJURY
An employee will be subject to drug and alcohol testing if the employee is involved in a work- related injury,
or the employee’s acts or omissions cannot be completely discounted as a contributing factor to an incident
which results in:
1. A fatality
2. Bodily injury to a person who immediately receives any medical treatment
3. Accident involving one or more of the vehicles, incurring any damage because of the accident
4. The employee receiving a citation under State or local law for a moving traffic violation while
working on Club business
RETURN-TO-DUTY / FOLLOW-UP TESTING
Before any eligible employee returns to duty after engaging in prohibited conduct regarding drug, or alcohol
use, the employee shall undergo a return-to-duty drug or alcohol test and must receive a verified negative
result. AAC shall also ensure that after engaging in prohibited conduct regarding alcohol misuse, the
employee undergoes a return-to-work drug or alcohol test before an eligible employee returns to work. In the
event a return-to-duty test is required; the employee may also be evaluated by a substance abuse professional
and must participate in any assistance program prescribed. Upon return to work and compliance with the
return-to-duty testing programs, employees who originally tested positive for drugs or alcohol shall also be
subject to unannounced follow up alcohol and/or drug testing. The employee shall be subject to a minimum
of six (6) follow-up drug and/or alcohol tests during the first 12 months he or she is back on the job. The
Club reserves the right to extend the testing for up to 60 months following the employee’s return to duty.
PROHIBITED CONDUCT
The following examples are not inclusive, but serve to illustrate conduct which is prohibited in the workplace.
Violators will be terminated from the Club immediately:
1) If the employees’ results of a drug or alcohol test is reported as positive.
2) If the employee refuses or fails to submit to a required alcohol and/or drug test. (In drug and/or
alcohol testing, the failure to provide an adequate amount of breath or urine may, under certain
circumstances, be regarded as a refusal to take the test.)
3) If an employee reports to or is at work with illicit drugs, alcohol, intoxicants or controlled substances
on his or her breath, urine, or blood without medical authorization.
4) If an employee is abusing prescription or over-the-counter drugs or controlled substances in any
manner by an employee while on property or during work.
5) If the employee, while on Club property at any time even when not scheduled to work, is found to
be in the possession, use, sale, purchase, distribution or manufacture of equipment, products and
materials which are used, intended for use, or designed for use with controlled substances.
6) If the employee has violated the Federal Drug Free Workplace Act.
TOBACCO FREE ENVIRONMENT
The Club is committed to providing a safe and healthy environment for our employees and members. In
keeping with this philosophy, we maintain tobacco-free work environment, and will only hire employees who
share this commitment. Smoking and/or the use of tobacco is not permitted anywhere on Club property at
any time. The definition of Club property for this policy includes all land, buildings, structures, parking lots
and means of transportation owned by or leased to the Club.
If an employee is caught using any tobacco products on Club grounds the disciplinary action will be as
follows:
1st Offense - Suspension for 7 scheduled work days without pay. (An employee will not be allowed to use
PTO towards this time).
2nd Offense - Immediate termination of employment. Offenses do not expire.
WORKER’S COMPENSATION POLICY
Workers’ Compensation Insurance is provided to cover accidental injuries you may sustain while at work. If
you are injured and your claim is accepted this insurance will cover medical expenses and earnings lost due to
injury while you are on the job.
The overall goal of worker’s compensation is to enable associates to recover and return to work. The
Company will make every attempt to bring the associate back to work as soon as he/she can safely return.
The below bullets detail our Workers Compensation Policy, in which all employees will adhere. Each AAC
Employee should understand the below items and comply:
1) I understand that if I injure myself at work, no matter how minor, I must inform my
Manager/Supervisor immediately. Failure to report an injury could result in disciplinary action
and/or disqualification for worker’s compensation benefits.
2) I understand that if I am injured in an accident or involved in causing an accident I will be required
to submit to a drug test.
3) I understand that if I am required to take time off from work due to a work-related accident that I
must present a doctor’s note to my Supervisor/Manager or HR indicating the anticipated date of my
return. A doctor’s note will be needed to justify any absences.
4) I understand that time missed from work due to a work- related injury may be also be accounted for
under the FMLA, provided I am eligible for FMLA.
5) I understand that if I wish to change doctors, I need to receive prior authorization from the
insurance carrier.
6) I understand that if I refuse medical attention and lose time from work that I will not be paid.
7) If restricted or temporary work is available which is within my ability to perform while I am
recovering, I must accept the work and return to duty.
8) The restricted or temporary work will be clearly defined so that I may take a written description to
the doctor for his/her approval.
IMMIGRATION LAW COMPLIANCE
The Club is committed to employing only United States citizens and immigrants who are authorized to work
in the United States. We do not unlawfully discriminate based on citizenship or national origin. In compliance
with applicable State and Federal law, each new employee, as a condition of employment, must complete the
Employment Eligibility Verification Form I-9 and present documentation establishing identity and
employment eligibility. The Club uses the E-verify system to validate that a new employee is eligible to work
legally inches.
Employees with questions or those seeking more information on immigration law issues are encouraged to
contact the Human Resource Director. Employees may raise questions or complaints about immigration law
compliance without fear of reprisal.
AMERICANS WITH DISABILITIES ACT (ADA) AND THE ADA
AMENDMENTS ACT
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as
the ADAAA, are federal laws that prohibit employers with 15 or more employees from discriminating against
applicants and individuals with disabilities and that when needed provide reasonable accommodations to
applicants and employees who are qualified for a job, with or without reasonable accommodations, so that
they may perform the essential job duties of the position.
It is the policy of the Club to comply with all federal and state laws concerning the employment of persons
with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment
Opportunity Commission (EEOC). Furthermore, it is our Club policy not to discriminate against qualified
individuals with disabilities regarding application procedures, hiring, advancement, discharge, compensation,
training or other terms, conditions and privileges of employment.
The Club will reasonably accommodate qualified individuals with a disability so that they can perform the
essential functions of a job unless doing so causes a direct threat to these individuals or others in the
workplace and the threat cannot be eliminated by reasonable accommodation and/or if the accommodation
creates an undue hardship to the Club.
AMENITIES
AND
BENEFITS
AM
ENITIES
Our facilities are in one magnificent complex that offers an exciting mix of social opportunities for our members, their families and their
guests.
The Robert T. Jones, Jr. Room - dedicated by The Jones Family in 1976, is a handsome trophy room in which displays of trophies and
other memorabilia that tell the life story of one of the AAC’s most famous members:
Robert T. Jones, Jr., the man for whom the room is named, became a golf legend by 1930 when he won the GRAND SLAM US Amateur,
U.S. Open, British Amateur and British Open. These four tournaments, played on two continents, were won in the same year an
achievement that has never been equaled. He also played on the U.S. Walker Cup Team that year. He served on our AAC Board of Directors
and was President of the club from 1945-46.
GOLF
The Club offers members 36 holes of the country’s finest golf.
Past golf championships hosted here include:
114th U.S. Amateur - Champion Gunn Yang
93rd PGA Championship - Champion Keegan Bradley
2002 U.S. Junior Amateur Champion Charlie Beljan
83rd PGA Championship in 2001 Champion David Toms
1990 U.S. Women’s Open Champion Betsy King
1984 Mid-Amateur Champion Michael Podolsk
1982 Junior World Cup Champions Nacho Gervase and Jose Maria Olazabal
63rd PGA Championship in 1981 Champion Larry Nels
on
1976
U.S. Open Champion Jerry Pate
The Club hosted the following championships at its East Lake Country Club location:
1963 Ryder Cup Matches U.S. the Winner, Captain Arnold Palmer
1950 U.S. Women’s Amateur Champion Beverly Hans
FITNESS CENTER AND SPA
Every year since 1997 the Atlanta Athletic Club has earned the Platinum Club’s award for Best Athletic Club in the United States. State-of-
the-art equipment and personal instruction provide members and their guests every opportunity to attain and preserve their optimum level
of fitness. Exceptional personal training and over 90 classes every month offer members a multitude of ways to meet a member’s fitness
goals.
Youth programs, a golf-specific training program, a nutritionist, youth programs, childcare, a pro shop, luxurious lounges and a health bar
are just few ways that AAC facilities support fitness and lifestyle goals.
RETREAT SPA
The Retreat Spa offers members and their guests a soothing home away from home. Our treatments are designed to take away everyday
stress and provide an oasis of calm and renewal. Members will enjoy services for men and women ranging from nail treatments, facials,
massage, and wraps. That's why we say, "Retreat Yourself!"
TENNIS CENTER
The Tennis Center has 4 indoor courts, 12 lighted outdoor Har Tru clay courts and Deco Turf hard courts, covered verandas, ample
viewing area, cold water, ice machines and an indoor lounge. In addition, the tennis complex has a state-of-the-art stadium court that has
been the site of many exciting tennis events like the 2010 Tennis Championship.
The AAC Tennis Center has a full pro shop with professional stringing services, the latest equipment, men's and women's tennis attire,
private lockers, showers and a vanity area. Our busy tennis programs offer professional training programs for men, women and children.
AAC’s new indoor-outdoor facilities earned Facility of the Year awards from both the United States Tennis Association and the Georgia
Professional Tennis Association.
CENTER COURT CAFE
The Center Court Cafe, conveniently located in the Tennis Center, is a fast-casual venue with a focus on fresh, house made, and locally
minded dishes. Enjoy a delicious spread of options featuring an array of salads, soups, and Artisan pizzas as well as a “create your own”
deli sandwiches. The Center Court Cafe also offers an extensive craft beer and wine selection.
AQUATIC CENTER
The Aquatic Center features an outdoor, heated Olympic pool with diving well and a children’s pool. Our Red Cross-certified lifeguards
provide a safe environment for the whole family. The professional aquatic staff offers individual and group lessons. The club has a swim
and dive team for children of various age and skill levels with morning and afternoon practice options and five competitive meets in the
country club league. The Club also offers summer aqua aerobics classes for adults.
MERION ROOM & WINE ROOM
The Merion Room is named because it was at the Merion Club that Bobby Jones won the first of his record five U.S Amateur titles and in
1930, the last of them, achieving the Grand Slam in the process. Situated above the Highlands golf course 18th hole, the Merion Room
offers an outstanding view of the course, lake and fountain.
Our wine room provides the opportunity for private parties to socialize together and enjoy the AAC’s wide- ranging collection of fine
wines in a particularly exclusive ambience.
ROYAL TROON GRILL
The Royal Troon Grill is named for another famous golf club. In 1938, the British Amateur Championship was played at Troon Golf
Club where our club member, Charles R. Yates, won the tournament.
The Troon Grill is a more casual venue featuring a diverse menu including Appetizers, Fresh Seafood, Prime Steaks, Salads,
Vegetarian Selections, Pastas, Burgers, a Spectacular Salad Bar, Sandwiches and Desserts. There is also a full children's menu and Ice
Cream Sundae Bar.
THE INTERLACHEN LOUNGE
The Lounge offers warm, inviting and comfortable surroundings for members to meet friends for cocktails and conversation or watch the
big screen. This is a very popular gathering place for after golf or just relaxing.
THE TERRACE & LAWN
The Terrace and Lawn off the back entrance to the Interlachen lounge is a covered terrace overlooking highlands no. 18 and the putting
green. The terrace has a stone fireplace and comfortable seating, and opens onto a gorgeous lawn with outdoor seating, fire pits, and an
outdoor bar.
HALFWAY HOUSE
Serving as the turning point for golfers who have finished their first nine holes of play, this fast food operation offers sandwiches and a
variety of beverages. Enjoy a menu of Burgers, Dogs, Soups, Salads, Wraps and Sandwiches in our ultra-casual Halfway House between
rounds of golf or after tennis. The Halfway House also offers beer and mixed drinks, as well as self-serve frozen yogurt, snacks, cookies,
cigars and sports beverages/
SAINT ANDREWS BALLROOM
.It was at St. Andrews that Bobby Jones was made an Honorary Burgess of the city. The ballroom can be split into different sections to
accommodate varying sizes of set-up and attendees, with the entire St. Andrew’s ballroom holding up to 600 people for a stand-up
reception or 450 people for a seated dinner.
HOYLAKE ROOM
Serves as the club’s board room seats up to 14 people conference style. This room is the perfect fit for a company board meeting, dinners,
small birthday parties and showers.
OAKMONT ROOM
The Oakmont Room accommodates conferences for up to 25 people, a seated dinner for 40 people, stand up heavy hors d’oeuvres for 50
people or theater for 40 people.
BENEFIT PLAN ELIGIBILITY HOURS AND CLASSIFICATION REQUIREMENTS
EMPLOYEE CLASSIFICATION
The Club has a policy of maintaining appropriate classifications of employees to make sure that all legal
requirements are maintained so that there is no discrimination in terms of benefit plan eligibility and payment of
compensation in accordance with federal and state laws.
Full time is defined as an employee who averages 64 or more hours per pay period. Part-time is defined as an
employee who averages less than 64 hours per pay period.
Casual/Seasonal employees are defined as those employed for a specific event for period.
AVERAGE HOURS CALCULATION
The AAC grants paid time away from work, and employees are encouraged to schedule sufficient time off (if
appropriate) for relaxation to promote good physical and mental health.
The Club uses an employee’s average hours to calculate the following benefits:
Vacation
Personal
Sick
Bereavement
Holiday
Calculation
Average hours are computed based on an employee’s date of hire and the average number of hours they
have worked within that year. For example: Jane Smith’s date of hire is March 9, 2000. To calculate her average
hours: take her total hours worked within a year divided by the total pay periods in that year divided by 10.
1878 (hrs. worked including OT from 3/9/2010 to 3/9/2011) ÷ 26 (pay periods within a year) ÷ 10 (# of days
based on a typical work week) = 7.22 average hours.
**An employee will not exceed 8 average hours
AAC is committed to supporting our employees by offering benefits that are comprehensive and that represent the best that
we can offer in coverage and cost.
Health and retirement options are only a few of the benefits provided to employees. We also have generous annual and sick
leave plans, as well as other features that significantly impact all of our lives.
Although we have made every attempt to accurately represent the plans, please refer to the actual plan sites for detailed
information.
BENEFITS
HEALTH INSURANCE
Th
e Club offers a comprehensive medical plan to all full-time employees (averaging 64 hours or more per pay
period), and their eligible dependents.
If
you elect to join this plan, your benefits will begin the first of the month after 60 days (two months) of
continuous employment.
In th
e event an employee declines insurance benefits initially but would like to enroll later, the employee must
wait until open enrollment held once a year in March, with coverage effective at the beginning of April.
Eligibility
Eligibility is the 1
st
of the month following 60 days for all FT employees who have averaged at least 64 hours per
pay period.
Plan Year runs from April 1 through March 31 each year. Deductibles are calculated on a calendar year.
Off
ered through Kaiser Permanente.
MEDICAL INSURANCE - KAISER
There are 2 options available: HMO and Multi Choice.
Off
ered through Aetna.
DENTAL INSURANCE - PPO
Se
lf-funded through the Club.
VISION CARE
You will have an allowance of $200 to use between January 1 and December 31 each year
Reimbursement occurs when you have paid for your services. Bring a copy of your receipt with the reimbursement
form and you will be issued a check for the amount not exceeding $200 per calendar year.
Unused portions will not be allowed to be carried over to the next year.
Life Insurance
Offered through Aetna at 1.5 times your annual salary.
For the employee, only and cannot be transferrable.
Ineligible if you are no longer on the Health Plan or if you lose your health benefits.
Long Term Disability
After two years of continuous employment, the Club offers long-term disability insurance at no cost to you. This
insurance coverage will replace 60% of your income after you have been disabled for 90 days or more due to a
serious accident or illness.
Th
is insurance will insure income for you for up to 2 years if you can’t perform your essential job duties OR up to
retirement age if you are totally disabled and cannot do any type of work.
Enrollment Changes
Eligible employees have 60 days from your date of hire to enroll yourself and eligible dependents AAC’S insurance
plans. After 60 days from your hire date, you may make changes only on the following occasions:
Qualified Events:
You may make certain changes throughout the year within 31 days of a qualified event. Qualified events include:
marriage, birth, adoption or placement, loss of group health plan coverage, divorce/legal separation, death of the
covered employee, loss of dependent's eligibility for coverage, etc. Documentation is required for certain events.
Open Enrollment
Open Enrollment is offered every March at which point you may:
Change health plans
Add or drop health plan coverage for yourself and for eligible spouse and/or children
Changes made during Open Enrollment are effective April 1 of the current year
The Club shares the cost of group insurance with you. The employee’s portion of the premium is
automatically deducted from paychecks each pay period. Dependent coverage is offered as an option at
additional cost to the employee. Part-time and seasonal employees are NOT eligible for health insurance.
COBRA
The right to COBRA continuation coverage was created by a federal law, the Consolidated Omnibus Budget
Reconciliation Act of 1985 (COBRA). COBRA continuation coverage can become available to you and to other
members of your family who are covered under the Plan when you would otherwise lose your group health
coverage.
If a former employee chooses to continue group benefits under COBRA, he/she must pay the total applicable
premium plus a 2 percent administrative fee. Coverage will cease if the former employee fails to make premium
payments as scheduled, becomes covered by another group plan that does not exclude pre- existing conditions or
become eligible for Medicare.
TIME OFF FROM WORK
The AAC grants paid time away from work, and employees are encouraged to schedule sufficient time off (if
appropriate) for relaxation to promote good physical and mental health.
T
he Club uses an employee’s average hours to calculate the following benefits:
Vacation
Personal
Sick
Bereavement
Holiday
VACATION BENEFITS
The Club believes that our employees are the key to what makes a great Club.
While work makes up a large portion of an employee's life, we believe that a balance between work and play is
essential in maintaining quality performance and a fun atmosphere in which we work. AAC provides paid
vacation for employees to take time for rest and recuperation, and employees are encouraged to use their vacation
time.
I
f the available vacation is not used by the end of an anniversary year, accrued, unused vacation may
NOT be carried over to the next year.
Fu
ll Time employees are eligible for vacation after one (1) year of continuous service.
P
art Time employees are eligible for vacation after three (3) years of continuous service Vacation will not exceed
40 hours per week.
Vacation dates are approved at the discretion of management based on the needs of the department.
Requests must be submitted in writing as far in advance as possible and directed to your Department
H
ead.
Because we want you to have your time off, pay will not be given in lieu of vacation.
If an employee’s status changes during their employment, their average hours and benefit allocation may
cha
nge.
The HR Department will make the determination of the revised benefits.
It will be up to the department manager to notify the HR dept. if an employee is approved for vacation
tha
t will last more than 2 weeks. The Club will make arrangements with the employee for payment of
their portion of benefits received i.e. medical benefits, employee loans, 401K loans.
Vacation hours are calculated by taking an employee’s average hours worked times the total number days
allowed based on their length of service. In Jane’s case, she has been with the Club for 15 years so her
total hours for vacation is 115.52. (7.22 average hours’ x 20 days =144.40 hrs.).
Full-time and part-time employees will accrue vacation hours according to the following table:
Length of Service
Days Allotted
1-5 years of completed service
10 days
6 10 years of completed service
15 days
11 years of completed service
16 days
12 years of completed service
17 days
13 years of completed service
18 days
14 years of completed service
19 days
15+ years of completed service
20 days
PAYMENT OF UNUSED VACATION HOURS
Employees who resign without an adequate two-week notice and employees who are terminated involuntarily for
cause are not entitled to payment for accrued, unused vacation.
Employees who resign or retire with a two-week notice will be paid for all unused, accrued vacation time. It is
expected that a terminating employee will work the entire time designated by his/her notice, at the convenience
of the Club without utilizing unused accrued vacation time.
SICK BENEFITS
AAC recognizes that employees will need days off from work from time to time to address their medical needs or
the medical needs of a family member. Sick leave may be used for the care of a sick child, spouse or parent. The
Club reserves the right to require employees to provide a note from the doctor verifying that an absence was caused
by a medical situation.
The Club also reserves the right to require documentation from the doctor authorizing the employee to return to
work. Employees must use sick leave for its intended purpose. Managers will monitor employee use of sick leave
for indications of abuse. Abuse of paid sick leave may result in disciplinary action up to and including termination
of employment.
Full Time employees are granted 5 sick days per year for sick benefits after one (1) year of continuous service.
Part Time employees are granted 5 sick days per year for sick benefits after three (3) years of continuous service.
Employees may accrue an unlimited amount of sick days.
Any unused sick days earned during an anniversary year will be recorded in the employees’ personnel file.
Sick time will not exceed 40 hours per week.
Employees are not paid for unused sick leave upon termination of employment.
Sick days are calculated using an employees’ average hours worked.
PERSONAL DAY BENEFIT
The club grants 4 Personal days per year to all full-time employees after one year of continuous service.
Part-time and seasonal employees are not eligible for personal days.
Personal days are calculated using an employee’s average hours worked.
Personal hours cannot be carried over to the next anniversary year.
HOLIDAY PAY
Due to the nature of our member services, the club observes only two Holidays: Christmas Day and New
Year’s Day.
Eligible employees will receive 2 days for the Holiday added to their PTO and can bank these days to
be used at another time.
All Full Time and Part Time employees are eligible for Holiday Pay.
Seasonal and Casual employees are not eligible for Holiday Pay.
Employees must have completed 90 days of service with the Club before receiving Holiday pay.
Holiday days will expire on an employee’s anniversary and may not be carried over into the next year.
Holiday pay will not exceed 40 hours per week, and is not subject to OT calculations.
The employee must inform their supervisor/manager, by submitting a status change form, their intent
to use the holiday PTO.
Holidays are calculated using an employee’s average hours worked. Holiday hours cannot be carried
over to the next anniversary year.
BEREAVEMENT LEAVE
In the event of the death of an immediate family member the club will pay an employee up to five days if they
were scheduled to work during the time needed to attend a funeral, etc. Immediate family member is comprised of:
mother, father, current spouse, child, sister, brother, current spouse’s parents, spouse’s siblings, grandparent or
grandchildren of the employee or spouse, employee’s aunt, uncle, niece or nephew. An employee may be required
by the supervisor to present a newsprint funeral notice for the deceased relative. This benefit is available to all FT
employees after six (6) months of employment.
LEAVE OF ABSENCE
A leave of absence (LOA) is defined as an unpaid approved absence from work for a specified period for
medical, parental, military or personal reasons. (See each LOA category below for a more complete
definition of each type of leave of absence.)
Employees who have at least 12 months of service and have worked at least 1,250 hours in the last
consecutive 12 months are eligible.
The maximum amount of LOA time an employee is allowed to take in any combination of LOAs is 12
weeks in a 12-month time period measured backward from the date an employee begins a leave of
absence (rolling period).
LOAs will start on the date of request or date of need.
While on LOA, an employee may be required to contact the Human Resources department at least every
30 days. Failure to contact HR every 30 days may result in voluntary termination. Failure to return to
work upon the expiration of LOA or refusing an offer of reinstatement for which the employee is
qualified will also result in voluntary termination.
Required Documentation: All requests for a LOA must be made on a "Leave of Absence Request" form and
submitted to the immediate supervisor. An employee must provide 30 days’ notice when the need for the leave of
absence is foreseeable; for instance, if medical treatments or other events are planned or known in advance. If the
leave of absence is not foreseeable, the employee must provide notice to his or her immediate supervisor as soon
as practicable.
Phys
ician certifications supporting the need for a medial LOA are required within 14 days of the date of request
or as soon as practicable for all medical LOAs. For an extension of a medical leave of absence, recertification is
required. Recertification may also be required in other circumstances. "Certification of Health Care Provider"
forms can be obtained from the Human Resources department. (Medical certification is also required if the leave
of absence is for caring for a family member).
Approv
al: Both the immediate supervisor and the Human Resources Manager will review the request. The HR
Department will notify the employee as to whether the request was approved based on scheduling needs, and
which LOA is appropriate a leave of absence will not be granted to allow an employee time off to seek
employment elsewhere or to work for another employer.
TYPES OF LEAVES
FAMILY AND MEDICAL LEAVE
The Club complies with all requirements of the Family and Medical Leave Act of 1993
(FMLA). The FMLA
provides up to 12 weeks of unpaid leave for eligible employees to care for the employee's child after birth or
placement for adoption or foster care, to care for the employee's spouse, son, daughter or parent who has a serious
health condition, or for a serious health condition that makes the employee unable to perform his or her job. The
provisions of the FMLA have been incorporated into the LOA policies above. If an employee finds that he she must
be out of work for more than three days, he or she should contact the Human Resources department to determine if
a LOA may be necessary.
PERSONAL LEAVE
The Club may grant a personal leave of absence for unique or extraordinary reasons that may not apply to the other
types of LOA provided that, as with all other types of LOA, the maximum amount of LOA time has not been used.
The maximum amount of time that can be granted for a personal leave is six weeks in any 12-month period
(calculated by using the rolling method). The decision to grant a personal LOA will be based on the business needs
of the Club and the employee.
ABSENCE FOR RELIGIOUS OBSERVANCE
An employee who needs time off for religious observance should request this time off with their immediate supervisor
by the usual deadline required for schedule requests. The supervisor will accommodate the employee if possible. The
employee may, of course, request any earned vacation time or personal days for this purpose. If conflicts between the
scheduling needs of the department and the personal needs of the employee occur on a regular basis, the employee
may apply for any appropriate openings in another department that would better suit the employee’s availability.
JURY DUTY LEAVE
The Club believes that jury duty is an important civic responsibility and grants time off for service on federal, state,
or local juries as required by law. Any employee summoned for jury service or as a witness should report it to his
or her supervisor at once. An employee will receive the difference of his or her regular earnings, (exclusive of
overtime, during the time for which he/she serves as a juror during normal working hours), from the per diem
allowance for jury duty. If the employee is dismissed from jury service early, he or she is expected to report to
work immediately. Upon release from jury duty, the employee should provide notice of this release to the
supervisor as soon as practical. Failure to return to work immediately may subject the employee to disciplinary
action up to and including termination
MILI
TARY LEAVE
Employees who are involved in a United States military reserve organization or the National or State Guard and
are required to complete training or assignments for these roles can take military leaves of absence for these
assignments. If an employee is permitted to choose the period during which the military training assignment is to
be performed, he/she should speak with his/her supervisor or manager to select a period which least interferes
with the conduct of business. Employees called to military training or assignments should submit a copy of their
orders to the Human Resource Director as far in advance as possible and should inform their supervisor of the
training. Employees who are called to active duty should see the Human Resource Director for details on the
active duty military leave of absence policy. Eligible employees returning to work from military service or training
are guaranteed job restoration if the cumulative length of absence does not exceed five (5) years. To be eligible, the
employee must seek reinstatement within the time limits established by federal law (see chart below) and be
qualified for work.
LENGTH OF DUTY
TIME LIMITS TO RETURN
1 to 30 days
First work day 8 hours after return
31 to 180 days
Within 14 days after service completion
180 days or more
Within 90 days after service completion
Tim
e limits to return to work may be extended for up to two (2) years if necessary due to a service- connected
disability. The Club will make reasonable accommodations for qualified individuals with known disabilities unless
doing so would result in an undue hardship to the Club. Reasonable efforts will also be made by the employer to
retrain/upgrade as required by federal law.
While on military leave for less than thirty-one (31) days, the Club will maintain the employee’s group insurance
benefits at the same level and under the same conditions as if the employee had been actively working. If military
leave exceeds thirty-one (31) days, the Club will cease making premium payments on the employee’s behalf;
however, the employee has the option to continue coverage at his or her expense for up to eighteen (18) months.
If coverage is discontinued, the employee’s group insurance benefits will be reinstated upon his or her return to
work at the same level, and under the same conditions, as if the employee had been actively working, with no
waiting period or exclusion of pre-existing conditions, except for service-connected disabilities.
The Club is committed to complying fully with the Uniformed Services Employment and Reemployment Rights
Act and ensuring equal opportunity in employment for qualified persons with military obligations. All employment
practices and activities are conducted on a non-discriminatory basis.
OTHER BENEFITS
SOCIAL SECURITY AND MEDICARE
The club, per
Social Security guidelines, also makes Social Security benefit contributions for employees.
EMPLOYEE
MEALS
The club provides a free meal Tuesday through Sunday for those employees working during the lunch or dinner
period. All employees are eligible for this benefit from the first day of employment. Many departments are
assigned specific times for meals. Your supervisor will discuss this with you. Free beverages are also provided in
the Employee Dining Room.
Employees are required to follow all guidelines established by management. People who are not employed by the
club are not permitted to eat in the Employee Dining room unless approved by management.
An employee who comes in ahead of the scheduled shift to eat a meal or stays after the scheduled shift to eat a
meal must be “off the clock” during the meal period. Employees may NOT make “to go” boxes to take with them.
All food should remain in the Employee Dining Room.
CHRISTMAS FUND
It has been the custom in the past for the Board of Directors to permit the members of the Club to contribute to
the Employee Christmas Fund. This is
a voluntary contribution from the members, and is distributed to
employees based on a formula of employees annual pay and/or length of employment. The bonus and
qualification may vary from year to year based on the total amount received. Full-time and part- time employees
are all eligible for the holiday bonus.
401(K) PLAN
ELECTIVE CONTRIBUTIONS
The 401(k) plan is an excellent method of saving for a financially secure future. Participation in the 401 (k) plans
may begin the first of every month after 365 days of continuous employment, provided you are projected to work
at least 1,000 hours during the year. You must be at least 21 years of age. Full-time and Part-time employees are
eligible to participate in the plan. Elective employee contributions are 100% vested.
EMPLOYER CONTRIBUTIONS
The Club has elected to assist employees save for their retirement by contributing a pre- determined percentage of
the employee’s compensation for employees who were active participants at any time during the plan year. To
participate, you must meet the same qualifications as for the elective employee contributions. You do not have to
participate in the elective employee contributions to qualify for the employer contributions. Since there are no
vesting requirements, you are immediately 100% vested.
TRAINING
The Club realizes that employees will be more effective and productive with adequate training. Your supervisor
will help you understand what is expected of you and will assist you in fully developing and using your talents and
abilities in your position with the Club. In addition, training seminars from club and outside sources are made
available to employees. Please see your supervisor for additional details.
DIRECT DEPOSIT
Direct deposit is available and encouraged for employees. This benefit allows you to request that your payroll
check be deposited directly into a checking and/or savings account. For more information or to sign up for
direct deposit please see Human Resources Director.
CREDIT UNION
The Associated Credit Union is a mutual, cooperative savings and loan organization. All year- round, full- time
and part-time employees are eligible for membership. There is no waiting period. The Credit Union will open an
account for you at a minimal cost. You can request that the club automatically deduct a specific amount of
money from your paycheck each pay period. As a member of the Credit Union, you may apply for the following
benefits through payroll deduction plan: personal loans; second mortgage loans, IRA accounts, auto loans;
savings certificates, etc.
EDUCATIONAL ASSISTANCE PROGRAM
Full-time employees with a minimum of one year of continuous service are eligible for the club’s Educational
Assistance Program. This program is designed to aid and encourage individual efforts for further education in
areas that will benefit both you and the club. Employees may enroll at any accredited school or college in a job-
related course of study that can help improve present work skills or prepare employees for advancement.
Eligibility of specific courses or programs will be determined by the Department Head, Human Resources
Director and the General Manager. The employee must submit the request for approval at least two weeks before
enrolling in the course.
Forms for the Educational Assistance Program can be obtained from the Human Resources office. The actual
grade received will determine the amount an employee will be reimbursed.
Reimbursements may not be made until 90 days after the course is completed and forms have been returned. No
more than two (2) courses may be approved at any one time. Costs for textbooks and other related items are not
included in the program.
S
OCIAL MEDIA POLICY
Social media platforms offer the Club an opportunity to expand and enhance our community and connections
with our membership, maintaining our status as a premier private club.
A
AC has waited to adopt social media to gauge how the private club industry received this channel of
communication. We watched how other private clubs use social media for interacting with their respective
memberships. By waiting, we are ensuring our compliance with federal regulations and thus maintaining our
private club status by not advertising or promoting events on social media. We will, instead, celebrate past event
successes along with sharing other general overarching content.
T
he “social” aspect of social media is the result of individuals finding others with similar interests, such as our
AAC members, and interacting with them through online communities, sharing information and knowledge,
offering support and networking. There are many popular social media platforms, with new ones being created
constantly, that appeal to and serve audiences in the online social sphere. We selected several platforms outlined in
our guidelines that appeal to the demographics and wide age ranges of members.
The following are guidelines on how to socialize safely, effectively, consistently and within existing Club principles.
Social media is by nature constantly changing and evolving. Thus, so will our guidelines.
Goa
ls:
All official social media outlets are branded using current AAC identity standards to effectively communicate with
followers and viewers official Club information modeled after other Clubs in the United States.
Audi
ence:
Social media at AAC will primarily target existing members, their families and networks along with other private
clubs creating a digital community and an additional channel to consume information.
A
dministrators:
The following AAC Staff members have administrative rights to the official social media outlets listed below.
These Administrators will follow a Content Calendar and post content in line with our private club principles.
Should you have ideas or needs outside the established Social Media Content Calendar, please contact one of
them:
S
arah Pori, Communications Director
Erica Smith, Membership Director
Michael Washington, Director of Technology
O
fficial Outlets:
Facebook: http://www.facebook.com/athclub Twitter: http://www.twitter.com/athclub
Li
nkedIn: https://www.linkedin.com/company/-The-club Instagram: http://www.instagram.com/athclub
Y
ouTube: https://www.youtube.com/channel/UCD9qt3nCwSWhC453yg6HWMA
P
interest: http://www.pinterest.com/athclub
G
oogle+: https://plus.google.com/100815918875331608442/posts
T
ypes of Posts:
Social media at AAC will be modeled after other Clubs in the United States such as New York the Club and Union
League Club of Philadelphia. AAC will post generic and topical information and general photos and updates from
past events to the social media outlets based on a Content Calendar. This Content Calendar will be maintained by
the Administrators listed above to create consistent messaging that communicates to our target audiences.
F
requency of Posts:
The Club will generally post to the following frequency, based on outlet:
Facebook: Every 5-7 days
Twitter: Every 2-3 days
LinkedIn: When Needed
Instagram: Every 5-7 days
YouTube: When Needed
Pinterest: Every 1-2 weeks
Google+: Every 5-7 days (linked to other outlets)
HANDBOOK ACKNOWLEDGEMENT
I have received a (n) (initial one) electronic copy / paper copy of the Club Employee Handbook. I understand
that it is my responsibility to read and comply with the contents of this handbook, as well as any revisions or
modifications made to it. The employee handbook describes important information about the AAC, and I understand
that I should consult the Human Resources Director or General Manager regarding any questions not answered in the
handbook. I have entered my employment relationship with the Club voluntarily and acknowledge that there is no
specified length of employment.
Accordingly, either I or the Club can terminate the relationship at will, with or without cause, at any time, so long as
there is not violation of applicable federal or state law. I understand and agree that, other than the GM, no manager,
supervisor, or representative of the AAC has any authority to enter into any agreement for employment other that at-
will. Only the GM has the authority to make any such agreement and then only in writing signed by the General
Manager.
This manual and the policies and procedures contained herein supersede all prior practices, oral or written
r
epresentations, or statements regarding the terms and conditions of your employment with the Club. By distributing
this handbook, the AAC expressly revokes all previous policies and procedures which are inconsistent with thos
e
con
tained herein.
I understand that, except for employment at-will status, all policies and practices may be changed at any time by the
A
AC. Such changes will be communicated through official notices, and I understand that revised information m
ay
su
persede, modify, or eliminate existing policies.
I have read through and a member of the HR/Payroll Department has reviewed the following policies and I am clear
on each, along with their reporting requirements.
I
WAS PROVIDED WITH A PERSONAL OVERVIEW AND TRAINING ON THE BELOW
Our Equal Employment Opportunity Policy
Anti-Discrimination and Harassment Policy
Anti-Retaliation Policy
Workplace Violence Prevention Policy
Workplace Bullying Policy
Open Door Complaint and Grievance Policy
Non-Discrimination and Anti-Harassment Policy and Compliant Procedure
Reporting Discrimination, Harassment, Retaliation, Or Sexual Assault
Background and Reference Checks
Worker’s Compensation Policy
Immigration Law Compliance
Americans with Disabilities Act (Ada) And the Ada Amendments Act
Drug, And Alcohol- Free Workplace Policy
Testing
Tobacco Free Environment
I understand and agree that nothing in the Employee Handbook creates, or is intended to create a promise or representation
of continued employment and that employment at the Club is employment at-will, which may be terminated at the will of
either the Club or myself. Furthermore, I acknowledge that this handbook is neither a contract of employment nor a legal
document. I understand and agree that employment and compensation may be terminated with or without cause and with or
without notice at any time by the Club or me.
Employee Signature
_______________________
Employee Printed Name Date