Page 18 - CZS Employee Handbook

may require a doctor’s certificate or other acceptable doc- are identified and dealt with in a timely
umentation before allowing you to return to work. If you manner. If a problem persists, disciplinary ac-
have been absent due to a job-related injury, it is essential tion may be taken to remedy a rule infraction,
that you provide the Safety Department with a doctor’s to correct employee behavior, and/or to improve
written release before you may return to work. In all cases, performance if the Society determines that is the
when returning from an injury, illness, or other prolonged appropriate course. The Society reserves the right
absence, report to your management supervisor, Human to impose a level of discipline it deems appropri-
Resources, or the Safety Department, if applicable, before ate to the type and seriousness of the infraction and
returning to work. may terminate employees when warranted, even for a
first offense.
Breaks and Meal Periods Employees are generally Managers are required to document any coaching
sessions if they occur and to document disciplinary
allowed a morning and afternoon break of 15 minutes de- actions in accordance with established policy, which is
pending on the length of the employee’s shift and business available on the employee intranet. A Human Resource
needs. The actual time of break and meal periods is deter- representative is required to be present for serious
mined by the area supervisor and is subject to operating disciplinary actions, including final warnings, suspensions,
considerations. Breaks are limited to 15 minutes, including probation, or termination actions. These guidelines do not
travel time to and from the break area. Smoking is consid- hinder the Society’s right to terminate at will.
ered a break-time activity and is allowed only in specific Nothing contained in the above guidelines should be
areas of the park. Meal periods of at least 20 minutes are interpreted as creating any contractual commitment or
required within the first five hours of work if you work altering the at-will employment status of employees not
7½ hours or more. Employees may not be scheduled or covered by a collective bargaining agreement.
permitted to work more than six days in a work week,
defined under the law as Sunday through Saturday.

Discipline All employees, management and

nonmanagement, are expected to exercise
sound judgment, common courtesy,
respect, and professionalism while at work
and to follow the Society's rules, policies,
and procedures. At times, it may be
necessary to implement corrective measures,
including disciplinary action, to remedy rule,
procedural, or policy infractions, to correct
substandard performance, or to address
unacceptable behavior, among other
legitimate reasons. The Society general-
ly follows the tenets of progressive and
corrective discipline when it considers
it is appropriate to do so based on the
circumstances.

The Society’s disciplinary
policy and procedures are intended
as a general guideline. The Society
seeks to assist employees when
they are experiencing perfor-
mance or behavior problems,
and supervisors will monitor
employee performance
so that problems

16 SECTION 3: General Workplace