Page 25 - Cliffs Employee Handbook - Jan-2019_Neat

Prorated after your first year on your anniversary date. Each year there after, vacation
is awarded on Jan 1 in full each year.

Vacation
Vacations must be taken between mid October and March 1 except when approved by
Management. Team Members will be required to submit time off requests by emailing
your supervisor. Verbal requests will not be granted. Submitting a request does not
guarantee that your time off will be approved.

Whenever possible, vacation must be scheduled at least two weeks in advance and is
dependent upon department staffing needs, established departmental procedures and
your supervisor’s approval.

Vaction must be used in 4 hour incraments or greater. Vacation is paid at your base
annual salary or hourly rate. Vacation is not part of any overtime calculation. Vacation
days do not carry over to the next year.

You will be counseled if the frequency of your unscheduled absences adversely affects
the operations of the department. Your supervisor may request that you provide a
statement from a health care provider justifying an unscheduled absence.

Vacation accrual has no cash value at termination.

Severe Weather
During times of adverse weather conditions when the GM announces Cliff’s Amusement
Park delays or closures, full time employees will be allowed to make up time lost when
possible. Never assume Cliff’s will be closed. Notification of closure is often done
through email or text messaging. Employees are expected to notify their supervisor if
additional time is needed. If employees require additional time-off they will be permitted
to use VBD or in the event of an employee does not have any VBD, unpaid time off.

At times when weather and road conditions in and around the city in which you work are
severe, employees may be dismissed from work.

Family Medical Leave Act
The Federal Family Medical Leave Act (FMLA) requires covered employers to provide
up to 12 weeks of unpaid job-protected leave to eligible employees in a 12-month period
for the following reasons:

• Birth of the employee's child or to care for the newborn child within one year
of birth
• Placement of a child with the employee for adoption or foster care, or to care
for the newly placed child within one year of placement
• Care for the employee's spouse, child or parent (but not in-law) with a serious
health condition

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