Page 20 - 2018 Seasonal Employee Manual

Discipline
Team Members MUST follow all Company policies and procedures that are provided to them, along with
Federal, State and Local Laws. Failure to do so may result in immediate termination of employment.
Disciplinary action is based on the severity of the offense at the discretion of the employer. Team Members
may be written up, suspended, placed on probation or terminated as deemed appropriate. If a Team
Member feels that they have not been treated fairly, they should contact DJ.

Overtime
Seasonal employees are NOT permitted to work overtime unless otherwise approved by their department
manager.

Background Testing / Drug Testing
CLIFF’S RESERVES THE RIGHT TO RUN BACKGROUND CHECKS AND DRUG & ALCOHOL TESTING
AT ANY TIME.

Periodic Testing – Drugs and Alcohol

The possession or use of illegal substances, the abuse of prescription or over-the-counter medications, and
the abuse of alcohol on the job is prohibited. Cliff’s Amusement Park is a drug and alcohol free workplace and
strictly prohibits:

1. The possession, use, sale, and/or distribution of illicit drugs and/or alcohol.
2. Reporting to work under the influence of, or in possession of, drugs or alcohol (Including the abuse of
prescription or over-the- counter medications).

When employees is using prescription or over-the- counter medications, it is the employee’s responsibility to
ensure that the medications being taken will not impair their ability to work in a safe manner. If the medication
will impair the employee’s ability to work safely, the employee shall immediately inform their supervisor. The
employee may be required to provide a return to work recommendation from a health care professional stating
that the medication will not impair the individual’s ability to work in a safe manner.

Cliff’s Amusement Park may perform drug and alcohol tests for any reason, at any time, including the following:
pre-employment, post-accident, reasonable suspicion, follow-up and random. A drug and alcohol test will
automatically be performed following a workplace accident situation and when employees move in to
supervisory roles.

Any employee who refuses to submit, knowingly avoids or makes themselves unavailable for a drug or alcohol
test will be treated as having failed the test and will be terminated. In the event that an employee fails a drug or
alcohol test but the employee believes that the testing is showing an incorrect result, the employee shall have
the right, at their own expense, to request a second drug test of the same sample that was originally given. If
the second test of the original sample negates the first test, the company shall reimburse the employee for the
cost of the second test. However, if the second test of the same sample confirms the original test, then all
provisions of this statement of policy shall apply.

Violations of this policy may result in immediate termination of employment.

Prescription and Over-The-Counter Medications
When a Team member is using prescription or over-the-counter medications, it is the Team Members
responsibility to ensure that the medications being taken will not impair their ability to work in a safe manner.
If the prescription says do not drive while taking this medication,
notify your manager and DJ prior to returning to work. The Team Member will be required to provide a
recommendation from a health care professional stating that the medication will not impair the individual’s
ability to work in a safe manner.

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