Page 9 - Supervisor Orientation Handbook version 2

LOST AND FOUND POLICY

All lost and found items must be turned into Guest Services as soon as they are found. Items must be

returned to customer out of Guest Services or by Management. To avoid theft it is important that lost
and found items are not left/held in any location other than Guest Services. Guest Services is
responsible for entering lost and found items into Chargerback (our lost and found software), having
guest identify lost item and for returning the items to customer (if found on the day guest visits the
park) after it is signed out. All lost and found items will be turned into the office at the end of each day
and will need to be picked up in the office during office hours if found on a day other than visit to the

park.
Lost items can be entered into our website under the About Cliff’s tab and click on Lost and found tab.
An email will be sent notifying the guest that we received their entry. A second email will be sent to the
guest if we find their lost item.

HARRASSMENT POLICY
Cliff’s Amusement Park will not tolerate verbal or physical conduct; by or against any employee or

applicant for employment that harasses, disrupts or interferes with your work performance or that
creates an intimidating, offensive or hostile environment. While all forms of harassment are prohibited,
Cliff’s Amusement Park empathizes that sexual harassment is specifically prohibited.
Sexual Harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal,

visual or physical conduct of sexual nature. No employee shall threaten or insinuate, either explicitly or
implicitly, that another employee’s or applicant’s refusal to submit to sexual advance will adversely
affect that person’s employment, work status evaluation, wages, advancement, assigned duties, or any
other condition of employment or career development. Similarly, no employee shall promise, imply, or
grant any preferential treatment in connection with another employee or applicant engaging in sexual

conduct. Sexual harassment also includes unwelcome sexual flirtations, advances or propositions, verbal
abuse of a sexual nature, subtle pressure or requests for sexual activities, unnecessary touching of
individual, graphic or verbal commentaries about an individual’s body, sexually degrading words used to
describe an individual a display of sexually suggestive objects or pictures in the workplace, sexually
explicit or offensive jokes, or physical assault.

An employee who feels that he/she is a victim of harassment, including but not limited to, any of the
conduct listed previously, by any Supervisor, Management Official, other employee, Guest, or any other
person in connection with employment at Cliff’s should bring the matter to the immediate attention of
Human Resources. They will promptly investigate all allegations of harassment in a discrete and
confidential manner as possible and appropriate corrective action will be taken if warranted. No person

will be adversely affected in employment with Cliff’s as a result of brining a complaint of harassment.
After an investigation, any employee determined to have engaged in harassment in violation of this policy
will be subject to appropriate disciplinary actions up to and including termination of employment.

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