Page 18 - Bunkhouse 2017 Employee Handbook

Promotions/Career Advancement

It is in the best interest of the company and our employees to promote from within whenever qualified personnel are
available within the organization.
Available positions will be posted on company websites for a minimum of two weeks. The posting will contain the
required qualifications and experience. Employees who meet the job criteria are encouraged to apply or may refer
external candidates who are qualified.

The first step in being considered for career advancement is to express interest in an available position to your
supervisor and General Manager. The next step is to submit a resume and an internal application to the onsite HR
representative for the property at which you are applying. All qualified applicants will be subject to interview.
If managers are interested in recruiting individuals already employed by the company, they must express interest in
the employee with the General Manager of the applicable property prior to a conversation with the employee.

The company reserves the right to advertise outside the company to ensure that the most qualified person is
selected for the position.
Progressive Discipline

We believe it is important that all employees are treated fairly and that disciplinary actions are prompt, consistent,
and impartial. The purpose of a disciplinary action is to correct the problem, prevent it from happening again, and
prepare the employee for satisfactory performance in the future.

Progressive discipline means that we will normally take these steps in the following order:
1. Counseling or verbal instruction
2. First written warning
3. Final written warning
4. Discharge or termination
In some situations, certain offenses may justify either a suspension or immediate termination of employment,
without going through the usual progressive discipline steps. You should also refer to the Code of Conduct in this
handbook. That policy lists examples of unacceptable conduct that might result in discipline, including immediate
suspension or termination of employment. By using progressive discipline, we hope that most employee problems
can be corrected at an early stage, benefiting both the employee and the company. However, management
reserves the right to impose any discipline it deems appropriate, with or without prior discipline, depending on the
circumstances of a particular situation.

EMPLOYMENT CLASSIFICATIONS
The company classifies its employees as full-time, part-time, salary or temporary. Policies described in this manual
apply to all employees.

Regular Full-Time Employee: An employee who works thirty (30) or more hours per week on a regular, continuing
basis. A regular full-time employee is eligible for all employee benefits as set forth in the official benefit plan
documents.
Regular Part-Time Employee: An employee who works fewer than thirty (30) hours per week on a regular, continuing
basis. A regular part-time employee is eligible for employee benefits to the extent specified in the official benefit plan
documents.

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