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Employment Housing/Policies
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It is the policy of Jackson Hole Mountain Resort to foster a work environment free from the effects of illegal or non-prescribed drugs, controlled substances, and alcoholic beverages. The Company is committed to maintaining a drug-free work place. Abuse of drugs and alcohol impairs employee judgment which may result in increased safety risks, employee injuries, faulty decision making and lower productivity.
To help ensure a safe and productive work environment, JHMR strictly prohibits the manufacture, distribution, dispensation, possession, sale, or use of drugs or controlled substances on any JHMR premises, or on work time. This prohibition includes employer owned vehicles or personal vehicles being used for employer business or parked on employer property.
In addition, JHMR strictly prohibits any employee from reporting for or being at work with any detectable level of drugs or controlled substances in the employee's system, or with a breath alcohol content of .04 or greater. Any violation of this policy will result in discipline up to and including termination.
Employees will be tested for drugs by urine sample and alcohol by a breath analysis. Winter season testing will take place at the resort clinic, when the resort clinic is closed testing will occur at St. John's Hospital in Jackson. When called to the clinic (or hospital) for testing you must take a photo ID, such as your driver's license or employee ski pass, for identification purposes.
If there are facts or circumstances giving rise to a reasonable suspicion that an employee is in violation of this policy, JHMR may require the employee to submit to an appropriate test for substance abuse.
JHMR may require an employee to submit to an appropriate test for substance
abuse after an accident or incident in the following circumstances: an injury where the supervisor determines an employee needs medical attention beyond First Aid; an injury report is filed with the Wyoming Workers' Compensation Division; an employee has lost time from work; the incident involves damage to equipment and/or material in excess of $300.00.
JHMR requires all employees, up to and including the President, to be tested on a random selection basis. Because of random selection and timing, it is impossible to predict how often and when any individual employee will be tested in a given year. Each time a random selection is made, every employee on the active payroll will have an equal chance of being selected (even if you have previously been tested).
The company reserves the right to require that all prospective employees submit to a drug test as part of the application process.
Refusal to submit to a drug or alcohol test is a violation of this policy and will result in termination of employment. Attempts to alter or substitute the specimen provided will be deemed a refusal to take the test.
The use of prescribed or over-the-counter drugs or possession incident to such use is not prohibited by this policy, if:
- The drug has been legally obtained and is being used for the purpose for
which it was prescribed and/or manufactured;
- The drug is being used in the dosage prescribed or authorized; and
- An employee taking prescribed drugs which may adversely affect his/her ability to perform work in a safe manner must report this to his/her supervisor or other management officials before starting work. Management may require a doctor's statement indicating the drug's impact on job performance, and may require the usage of sick leave, or may require modification of job duties.
Illegal use of drugs off duty and off JHMR premises is not acceptable because it can affect on-the-job performance and the confidence of our guests, the government, and our employees. Such use may subject the employee to discipline up to and including termination.
Employee alcohol consumption is strictly prohibited on JHMR premises with the exception of licensed areas (bars/restaurant) which are open to the
public during operating hours or in conjunction with an authorized event with expressed approval by a member of Senior Staff.
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Pride in personal appearance and good hygiene is important in our ability to be competitive in the service industry. The appearance of our employees communicates an image of JHMR to the public. It is for that reason the following dress and appearance standards are enforced. Jackson Hole Mountain Resort management reserves the right to make final decisions regarding dress and appearance.
All employees are expected to be neatly dressed and well-groomed. Staff members in positions with guest contact are required to wear name tags while on duty. When a uniform or coat is issued, it should be worn only on the job or when designated. The uniform should be kept clean and in good repair. Upon termination of employment, employees are required to return all company clothing in reasonable condition before the final paycheck is issued. If uniform items are not returned, a deduction may be made from the employee's final paycheck for the value of the unreturned items.
Permitted; must be neatly trimmed.
Employees who have well developed and neatly trimmed full beards or goatees on the first day of employment may retain such at the discretion of their supervisor. These must be maintained in a well groomed manner and may not be more than one inch in length. Employees will not be permitted to start growing beards or goatees during an operating season.
Must be neatly trimmed and may not extend beyond the bottom of the ear.
Neat and clean. May not extend beyond the normal shirt collar. Excessive hairstyles will not be permitted. No pony tails.
Other than one stud or small loop earring in the earlobe, no rings, studs, or other piercing jewelry is permitted on any body part visible to the public.
Exercise good judgment when wearing Jewelry/Makeup! Other than earrings in the earlobes, no rings, studs, or other piercing jewelry is permitted on any body part visible to the public.
Neat and clean. Excessive hairstyles will not be permitted.
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Summer seasonal employees who are in non-supervisory positions are eligible for an end-of-season bonus if they meet certain criteria. Bonus amounts are .25/hour for regular hours worked, not including overtime.
To be eligible for the end of season bonus, employees must work through Labor Day. Employees can negotiate an earlier termination date with their supervisor at the beginning of their employment. If they meet their agreed upon commitment date and work a minimum of 240 hours, then they too are eligible for an end of season bonus. Eligible employees will receive their bonus when their employment ends.
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