Page 15 - 2018 Seasonal Employee Manual

1. Report the alleged act immediately to your Supervisor, a Manager, and Human Resources. Your
Complaint should include details of the incident, names of the individual(s) involved and the names of
any witnesses. An investigation of all complaints will be undertaken immediately.
2. If, after what you consider to be a reasonable length of time, you believe inadequate action is being
taken to resolve your complaint, then go directly to the Administrative Office with your complaint. It is
the policy of CLIFF’S AMUSEMENT PARK to listen sympathetically to any reasonable complaint, seek
early corroboration of the allegations and to apply appropriate sanctions in a timely manner to insure
such harassment does not occur.
CLIFF’S AMUSEMENT PARK will fully and effectively investigate the complaint. The investigation will be
immediate, thorough, objective and complete. Persons with information on the matter will be interviewed. A
determination will be made and the results communicated to the complainant, to the alleged harasser and as
appropriate, to others directly concerned. CLIFF’S AMUSEMENT PARK will keep the matter confidential, to
the greatest extent possible, by informing only individuals on a “need to know” basis; If it is determined that
unlawful harassment has occurred, effective action will be taken consistent with the circumstances involved.
Any employee determined to be reasonable for unlawful harassment will be subject to disciplinary action, up to
and including termination. CLIFF’S AMUSEMENT PARK will not retaliate against you for filing a complaint and
prohibits retaliation by supervisors or co-workers any employee makes a complaint regarding harassment or
who cooperates in an investigation subsequent to a complaint.

Equal Employment Opportunity Policy
Cliff’s Amusement Park is an equal opportunity employer. It is our policy to select the best-qualified person for
each position. No representative or Team Member of Cliff’s will discriminate against an applicant for employment
or a Team Member because of race, creed, color, religion, sex, national origin, ancestry, age, medical condition
or disability, veterans, spousal affiliation or any other classification protected by Federal, State, or Local Law.

Personal Appearance At Work

What do we expect?
• Male Team Members hair must be neatly combed. All facial hair must be neatly trimmed and
groomed.
● Female Team Members hair should be neatly fashioned as well.
● The Rides and the Foods Departments require that all hair is secured during each shift with a hair tie as
this is a safety protocol.
● ONLY NATURAL COLORS are permitted if you chose to dye your hair. NO pinks,
● blues, greens, yellows or fluorescent colors are permitted. Reds, Silvers, and Grays are acceptable as
long as they are maintained. However, these colors MUST be approved by HR only. If your hair color
does not meet these requirements, you will be sent home and not be able to come back to work until it
is fixed, approved or re-dyed.
● Jewelry / Makeup - Excessive makeup and/or jewelry is NOT permitted. There is a maximum of 2
studded earrings on each ear. NO dangling earrings are allowed due to safety protocols. Make up
should be modest or you will be asked to tone it down.
● Tattoos - NO tattoos on the neck, behind the neck, on your ears or behind your ears, or on the face is
permitted. Tattoos must be appropriate and approved by DJ, the HR Director.
● Piercings - Nose rings, pierced tongues, or any type of body/facial piercing are NOT permitted.
Gauges must NOT be larger than 5/8 (the size of a dime) and must be worn with a plug. Plugs can be
any color and have any design as long as there are NO inappropriate symbols or words. Tapers and
tunnels are NOT permitted.
● Facial Piercings – Understand that facial piercings of any kind (lip, nose, eyebrow, etc.) are NOT
permitted while at work and in uniform.

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