Conrad Mansion Employee Policy ManualEMPLOYEE POLICY MANUAL
Effective January 1, 2003
The following are the operating policies and procedures for the Conrad Mansion. This
manual applies to all employees of the Conrad Mansion, whether managers, guides, maintenance
employees, regardless of method of compensation, and shall be provided to each employee upon
employment with the Mansion.
All Mansion staff are supervised by a Mansion Manager and an Assistant Manager, who
report to and are overseen by the Board of Directors. "Management" used herein is defined
collectively as the Manager, Assistant Manager and the Board of Directors.
1. PAY DAY: Employees will be paid twice per month. If the pay day falls on a
holiday or weekend, the check due will be paid on the preceding work day.
2. WORK DAY: The Mansion is open for business from 10:00 a.m. to 6:00 p.m.
Employees' work hours may vary depending on the shift worked, and all employees are expected
to be at the Mansion at least 10 minutes before their shift begins. Shift assignments are made by
the Mansion Manager or Assistant Manager. No designated lunch break is provided, however,
employees are encouraged to eat their lunches on the premises, in specified eating areas, when
time is available.
3. OVERTIME: Hourly employees will be paid overtime at the rate of time -and -a -
half for work in excess of eight hours in any one day and in excess of 40 hours during any work
week. Payroll may not be issued for such overtime which has not been pre -authorized by the
Mansion Manager, or Board of Directors. Overtime work will be rounded to the nearest one -
quarter hour.
"Work week" is defined as beginning at 12:01 a.m. on Sundays and ending at midnight
on Saturdays.
4. BREAKS: No designated work "breaks" are scheduled for employees. However,
if no tours are pending and the employee has fulfilled all assigned tasks, the employee may take
a "break." Any employee not engaged in work assignments shall not disturb other employees
working. This includes activities in the Mansion office. The quarters are close in the office, and
many employees need to be performing Mansion business in the office area. Employees are
expected to respect other employees and their need for a quiet, professional work environment.
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5. PERSONAL BUSINESS: With the goal of limiting distractions to other
employees, employees are encouraged to limit personal and social discussions, visits by family
and friends, and telephone calls.
While the Mansion management encourages a friendly work environment, too much
personal discussion can sometimes be distracting. Employees are expected to respect the privacy
of others. Disrespect for another employee's privacy, or any behavior the Mansion Management
determines to be inappropriate with regard to interaction between employees, may be grounds for
immediate discharge.
6. WAGES: Wages will be established each year and shall remain in effect
throughout that tour season, at the discretion of Management.
7. VACATIONS/UNPAID LEAVE: No paid vacation time is provided to any
employee. Should an employee need unpaid time off, the employee must request that time from
the Manager. The request must be made at least 2 weeks prior to the time off requested.
Whether the time off is granted is at the discretion of the Management. Employees shall not be
guaranteed any time off, and shall not expect to maintain their employment should they take
unauthorized leave from employment.
8. VACATION SUBSTITUTE: Each employee shall be responsible for helping
the Management to obtain a substitute for any requested unpaid time off.
9. SICK LEAVE: No paid sick leave is provided to hourly employees. Any unpaid
days off for illness shall be for the employee's own illness, or absence caused by illness of the
employee's immediate family. If an employee is ill and cannot report for work, said employee
shall immediately notify the Manager or Assistant Manager. If the Manager or Assistant Manager
is ill and cannot report to work, he/she must report to the other manager.
Salaried employees accumulate one-half day of sick leave per month, up to a maximum
accumulated time of six (6) days per "work year." Sick leave shall be for the employee's own
illness, or absence caused by illness to members of the employee's immediate family. Employees
shall not be paid for accrued sick leave upon termination, and sick leave accumulated may not be
carried over to the following work year. "Work year" is defined as commencing on July I" and
concluding the following June 30'. Should a salaried employee need extended absence due to
illness, the employee must request such absence from the Board of Directors, who possess
absolute discretion whether to grant such leave. The Board of Directors may require a doctor's
verification of illness, and may require a doctor's verification of ability to return to work after any
sick leave or absence from work.
Misrepresentation or misuse of an absence from work may be cause for dismissal.
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10. EMPLOYEE FILES: All matters pertaining to each employee, including
salary information, shall be kept in a separate employee file. Employee files shall be kept
confidential. No staff employees, other than the Manager, shall have access to the employee files
other than the employee named on the file.
11. JOB DESCRIPTION: A job description which describes the requirements
of a specific job may be given to each employee. It's primary purpose is to clarify what the
jobholder is expected to accomplish in the interest of day-to-day operation of the Mansion.
Changes in such job descriptions may be made solely at the discretion of the Management.
12. PERSONNEL COMPLAINTS: Personnel complaints shall be directed orally
or in writing to the Manager. Should the complaining employee not feel comfortable presenting
the complaint to the Manager, it shall be directed in writing to the President of the Board of
Directors, Rita Fitzsimmons, c/o Designworks, 120 2" a Street East, Kalispell, Montana 59901.
The complaints may be dealt with at that time by Manager, or the President, or may be submitted
for further action to the Board of Directors Personnel Committee. If the employee or the Board
of Directors so choose, personnel complaints made to the Manager, or made to the President, may
be documented and placed in their personnel file, at their discretion.
13. EMPLOYMENT CONFIDENTIALITY: Conditions and terms of each
employee's employment are confidential between the Mansion and the employee. Employees shall
not discuss employment conditions or terms with other employees, except those of the
management. These restrictions includes communications concerning any employment benefits,
or any condition of employment imposed by the Management. No employee shall communicate
with other employees concerning his/her terms of employment, or inquire as to another's.
All issues or employee complaints shall be directed to the Manager, or to the President of
the Board of Directors as outlined above.
14. PROBATIONARY PERIOD: Upon hiring, all employees may be subject to a 30-
day probationary period. This period does not apply to employees who have worked at the
Mansion as employees in the past and are re -hired for employment at a later date. During the
probationary period, the Mansion may terminate the employment of the probationary employee
at any time, and without "cause" as that term is defined by Montana law. The employer need not
provide the employee a reason for the discharge.
15. PERSONAL EXPENSES/EMPLOYEE DISCOUNTS: Employees and Board
of Directors members are given a 30 % discount on all purchases made in the Mansion gift shop.
No personal purchases shall be made on Mansion accounts.
16. SUPERVISION: The Manager or Assistant Manager shall be on the Mansion
premises when the Mansion is open for business.
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17. CONTINUED EMPLOYMENT: No employee is entitled to continued
employment.
18. SEXUAL HARASSMENT: Implicit in this policy is management directive that
no employee will be subjected to any form of sexual harassment, including being confronted with
abrasive and/or unbecoming verbal comments, literature, jokes, etc. This is a place of business
and all employees are expected to conduct themselves in a business -like manner.
Violations to this policy should be brought immediately to the attention of the Manager or
Personnel Committee of the Board of Directors for corrective action.
19. SCOPE OF THIS MANUAL: This manual is not intended to be a
comprehensive and complete employee contract. The manual is to be used as a guidance
mechanism for the topics covered in the manual. Any other topics or situations which may arise,
but are not referenced in this manual, will be dealt with by the Manager or by Board of Directors,
or anyone assigned by the Board of Directors.
This manual is also subject to change without notice.
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By my signature, I acknowledge receiving and reading the Conrad Mansion Employee
Policy Manual, and hereby agree to the terms and conditions outlined therein.
I acknowledge that nothing in the Policy guarantees my continued employment, and
recognize that my employment may be terminated during my probationary period without
"cause," and after completion of the probationary period, with "cause" as that term is defined by
Montana law.
DATED this day of
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