Page 30 - Cliffs Employee Handbook - Jan-2019_Neat

Cliff’s Amusement Park encourages employees to apply for promotions to positions for
which they are qualified. Promotions and transfers will be based on the ability,
qualifications, and potential of the candidates considered for the positions.

Confidential Information
Protecting our Company's information is the responsibility of every employee. We all
share a common interest in making sure information is not improperly or accidentally
disclosed. We ask that you do not discuss Cliff’s Amusement Park’s confidential
business or proprietary business matters, or share confidential, personal employee
information or client information with other clients, friends, family members, members
of the media, or other business entities. Depending on your position, you may be
required to sign a nondisclosure agreement as a condition of your employment, in
accordance with state and federal law. Questions concerning client confidentiality may
be addressed with the GM.

Employee Records
Upon request, you may inspect your employee file on Cliff’s Amusement Park
premises in the presence of a Cliff’s Amusement Park official. Contact Human
Resources to arrange a time to view records related to your qualifications for
employment, your compensation or any disciplinary action.

Change in Personal Data
It is important to maintain up-to-date information that can aid you and/or your family
in case of a personal emergency. It is your responsibility to promptly provide changes
in name, address, telephone number, marital status, and number of dependents,
deductions or changes in next of kin and/or beneficiaries to Human Resources.

Corrective Action
Employees have the duty and the responsibility to be aware of and abide by existing
rules and policies as well as to perform their duties to the best of their ability according
to the standards set forth in their job descriptions or as otherwise established.

Cliff’s does not have a policy of applying progressive discipline. Cliff’s may apply
discipline such as verbal warning, written warning, suspension with or without pay,
termination of employment, or other corrective action, all to be determined as equitably
as possible on a case-by-case basis.

At their discretion, management reserves the right to discipline employees, up to and
including termination. There are certain matters of conduct and personal behavior which
we expect to be exhibited. Conduct that can lead to discipline and/or termination
includes, but is not limited to the following:
• Theft, vandalizing or misuse of any Company asset including cash, tickets,
prizes, food merchandise, tools, supplies, or other Company property.
• Violating the drug and alcohol policy.
• Violations of the discrimination/harassment policy.

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