Bowling-Center-Employee-Handbook.DOC by ajizai

VIEWS: 18 PAGES: 84

									  Bowling Center
Employee Handbook




Produced by the Bowling Proprietors
    Association of America, Inc.
             June, 2005

       “It Pays To Belong”



               -1 -
                  Designing your Employee Handbook
The material in these guidelines should allow you to design an employee handbook that will
serve as effective policies and procedures for your bowling center. Understand that there is no
federal or state requirement that mandates you must have an employee handbook. This means
what you chose to put in your handbook is ultimately your decision.

We have attempted to identify those policies that are typically found in well written handbooks.
Here is how we have designated these policies:

Priority – Sections 1 through 12 can all be considered “Priority”.      These policies and
procedures are found in almost all handbooks and should be included in yours. By putting a
“priority” label on a particular policy, we are strongly suggesting you include this in your
employee handbook.

Optional – Section 13 covers “Optional” policies. These are policies and procedures that
may or may not have a value to you. You are in the best position to decide.

Producing your own handbook will take some work. While we can give you some guidelines and
generic wording, ultimately you have to decide what fits your center best.

Once you are finished, you need to have an attorney look this over. We recognize that this will
be a modest expense, but we have never designed one that we didn’t get an attorney to sign off
on it.

Any questions regarding the sample wording provided or the need for suggested wording may
be directed to BPAA 1-800-343-1329.




                                        Thanks!
             This Handbook would not be possible without the
             contributions made by several Bowling Centers and BPAA
             Staff. We would like to thank AMF Bowling Worldwide, Inc.;
             Community Bowling Centers; JOMA Bowling Company; Royal
             Pin Leisure Centers, Inc. and Nor Cal BPA for giving us
             permission to “borrow” wording from many of their outstanding
             Policies and Procedures.

             Thanks go out to Frank Matthews, BPAA Deputy Executive
             Director and Bo-Vonne Ochse for adding their expertise to
             make this handbook a reality.




                                            -2 -
                          How to Use This Handbook
1) Save a copy of the word document to your computer as your working copy
2) Print out the Table of Contents
3) Review the Table of Contents to determine the policies that you plan to include in your
   handbook
      a. Delete the policies that you are not planning to use from the Table of Contents.
      b. Change the name of any of the policies to meet your needs. (Note: If you change
          the policy name in the table of contents you will need to change the title name on
          the appropriate policy page in the handbook).
4) Go through the document and delete the pages that you do not plan to include in your
   handbook. (These will be the same policies that you deleted from the Table of Contents)
5) Review each policy for appropriate wording for your center.
6) To personalize your handbook, many of the policies have a text box that prompts you to
   insert your “Bowling Center” or “Owner/Manager” name.
      a. Delete the text box and the underline
      b. Type in the appropriate name/s
7) Many pages have titles and a description, priority, sample wording and in some cases an
   alternate choice of wording. Delete these titles, descriptions and the wording that you
   are not going to use. In some cases you may choose to combine wording that best fits
   your policies and procedures.
8) Save your work to an official handbook document when you have completed your new
   employee handbook.
9) In reviewing several Bowling Center Handbooks, we chose not to include every policy
   that we read, so if there is something missing that you would like to include, all you have
   to do is contact BPAA and we will help you with your research.




                                         -3 -
                                  Table of Contents
                                                         PAGE #
1   INTRODUCTORY STATEMENT                               6
2   ORGANIZATION DESCRIPTION                             7
3   ACKNOWLEDGEMENT OF HANDBOOK FORM                     8
4   EFFECTIVE DATE                                       9
5   MANUAL IS NOT A CONTRACT                             10
6   EMPLOYMENT
     Code of Ethics                                      12
     Employment at will                                  13
     Equal employment                                    14
     Violence in the Workplace                           15
7 EMPLOYMENT STATUS & RECORDS
     Classification of Employment                        17
     Employment Records Personnel Records                18
     Introductory Periods                                19
     Performance Review / Evaluations                    20
8 EMPLOYEE BENEFIT PROGRAMS
     Eligibility                                         22
     Employee Discounts                                  23
             Bowling
             Beverages (Soda & Coffee)
             Food Discounts
             Pro Shop / Merchandise Discount
     Employee Education and Development                  24
     Employee Assistance Program                         25
     Holidays                                            26
             Full-time management
             Full - Time Center Employees
     Insurance Plans                                     27
             Medical
             Dental
             Life & Accidental Death and Dismemberment
             Supplemental Life
             Short-Term Disability
             Long Term Disability
             Group Travel Accident
             Voluntary Benefits
     Profit Sharing                                      28
     401(K) Retirement Plan                              29
     Vacation                                            30
             Full - Time Center Employees
             Full-time management
             Seniority for Vacations
             Pay in Lieu of Vacation
             Vacation Scheduling
             Vacation for Terminating Employees
     Workers’ Compensation                               31

                                            -4 -
9 TIMEKEEPING / PAYROLL
    Deductions from Pay                                                33
    Pay Day and the Work Week                                          34
    Lost paycheck & W-2 Forms                                          35
    Regular Pay & Overtime Compensation                                36
    Tips and Gratuities                                                37
    Wage Information                                                   38
    Termination of Employment                                          39
    Time Records                                                       40



10 WORK CONDITIONS & HOURS
    Breaks / Lunch                                                     42
    Computer, E-Mail and Internet Usage                                43
    Drug Free Work Place                                               44
    General Health & Safety Rules                                      45
    Personal Telephone Calls, Cell Phones & Pagers                     46
    Smoking Policy                                                     47




11 LEAVES
    Family Medical Leave Act of 1993                                   49
    Funeral Leave                                                      50
    Jury and Witness Duty Leave                                        51
    Military Leave                                                     52
    Personal Leave - Full-time Employees                               53




12 EMPLOYEE CONDUCT & DISCIPLINARY ACTION
    Attendance, Punctuality and Absenteeism                            55
    Alcohol, Drug and Substance Abuse Policy (Drug Free Workplace)     56
    Appearance and Uniform Standards (or Dress Code)                   57
    Harassment / Sexual Harassment                                     58
    Disciplinary Action                                                59
           Causes for Discipline                                     60 - 61




                                           -5 -
13 OPTIONAL POLICIES AND PRACTICES
    Building Maintenance                           63
    Company Bulletin Boards                        64
    Company Property                               65
    Conduct                                        66
    Customer Complaints                            67
    Employee Achievement Awards                    68
    Employee Child/Children at Work                69
    Employment of Relatives                        70
    Exit Interviews                                71
    Illegal Activity                                    72
    Internal Job Posting                           73
    Leave of Absence – Medical                     74
    Management Relationships with Employees        75
    Maternity Leave                                76
    New Employee Packets                           77
    Open Door Policy / Problem Solving Procedure   78
    OSHA                                           79
    Reinstatement - Re-employment                  80
    Suggestions / Suggestion Box                   81
    Unscheduled Closings / Inclement Weather       82


REFERENCE GUIDE                                    83




                                         -6 -
                            Introductory Statement

Description:       The ‘Introductory Statement” section of your employee handbook is for
                   general disclaimers and descriptions about the content of the employee
                   handbook.

Priority:          This policy is found in almost all employee handbooks. This section is not
                   regulated by law but does help to give the employee information about your
                   Bowling Center and your Mission and Goals.

Sample wording:

Your handbook is designed for quick reference and general information. It is not intended as a
                                                                          Bowling Center
contract of employment and does not provide in detail all of _________________________
policies. It tells you something about our present organization and sets forth many of the
policies and guidelines under which the __________________________ operates. It also tells
                                                    Bowling Center

you about the programs that have been developed here for your benefit, about some of the
things that are expected of you as an employee and about many of
___________________________ personnel procedures, practices and matters that affect your
              Bowling Center
employment. None of the policies and procedures summarized here can be amended or altered
in any way by oral statements made to you. The information contained in this book summarizes
such policies, which are subject to change and/or deletion from time to time and can only be
changed in writing by the ________________________.
                                    Owner / Manager




                                          -7 -
                        Organization Description

Description:   This is the section of your handbook that contains information that you want
               your employees to know about your bowling center. The following are
               sections that you should consider including in this section.
                       Mission, Vision and Value Statements
                       History of the Company
                       Organizational Chart

Priority:      This policy is found in almost all employee handbooks.




                                      -8 -
                     Acknowledgement of Handbook Form
Priority:             This policy is found in almost all employee handbooks.

Sample wording for States with “At Will” employment laws:

                                 EMPLOYEE ACKNOWLEDGMENT

This is to acknowledge that I have received my personal copy of the _________________________
                                                                              Bowling Center
Employee Handbook. In consideration of my employment with the Company, I hereby agree to read,
observe and abide by the conditions of employment, policies and rules contained in this Handbook. I
understand that this handbook is designed for quick reference and general information and set forth
many but not all of the Company's policies and guidelines under which the Company operates. I also
acknowledge that this handbook is not in any way intended as a contract of employment.

I understand that the policies and procedures described in this handbook are for purposes of information
only and, with the exception of the Company's at-will employment policy may be amended or modified by
the Company at any time, with or without prior notice. The existence of disciplinary procedures does not
change the at-will status of employment at the Company.

I further understand that my employment is entered into voluntarily and I am free to resign at any time.
Similarly, the Company is free to terminate my employment for any reason at any time, with or without
cause. I also understand that the terms set forth in this Handbook represent the entire understanding
                        Bowling Center
between ________________________________ and me and that this understanding cannot be
amended or altered in any way by any oral statements made to me. The only way in which any
understanding set forth in this Handbook can be altered is by written agreement.

______________________________________________________________________________
      Signature of Employee                                      Date

Copy to: Center employee file

Sample wording for States without “At Will” employment laws:
                                         Bowling Center
I have received and read the______________________ Employee Handbook and agree to adhere to
the letter and spirit of the policies, practices and guidelines contained therein.

“The policies and materials being distributed do not create an employment contract for a definite
period of time, set forth employment terms, or limit the reason for termination of the employment
relationship. Employment with _________________________ is terminable. You can leave at
                                          Bowling Center
any time with or without notice and the company has the corresponding right to terminate the
employment relationship. _____________________ also may depart from the policies from time to
                                  Bowling Center
time or change them with or without notice.”

________________________________________________________________________________
Employee signature                                   Date
________________________________________________________________________________
Employee name (print)                                Social Security #
Copy to: Center employee file




                                                -9 -
                                    Effective Date

Priority:           This policy is found in almost all employee handbooks.

Sample wording:
                                     Bowling Center
This employee handbook for __________________________is effective ________ __, 20___.

Any pages or sections that are updated or revised will have the effective date of the revision
printed beside the revised section. Should you have any questions regarding any of the policies
contained in this handbook, please ask your supervisor or manager for assistance.

In drafting this handbook, the Company has avoided the use of specific gender pronouns
wherever possible. However, where such avoidance would have led to awkward sentences, the
Company has used the masculine pronoun. This use should be considered to refer to both
genders.




                                          - 10 -
                             Manual is not a Contract

Priority:           This policy is found in almost all employee handbooks.

Sample wording:

The policies and procedures herein presented are for informative and illustrative purposes and
are in no way to be interpreted as a contract of employment, express or implied, or guarantee of
continued employment for any specific period of time.

The work rules contained in the policies and procedures are for illustrative purposes and are not
to be considered inclusive.

_______________________ reserves the right to unilaterally amend or withdraw any policy or
        Bowling Center
matter set forth in the policies at any time without notice, for any reason it deems appropriate.




                                            - 11 -
              6 - Employment

The following sections set the stage for employment in
your Bowling Center. This is where you set policy and
establish practices that all employees must adhere to.
Regardless of your centers traditions, certain policies
should be established so as to limit liability. It should be
clear that the company reserves the right to change any
policy at any time.

                                                    Page#

Code of Ethics                                      12
Employment at will                                  13
Equal employment                                    14
Violence in the Workplace                           15




                           - 12 -
                                        Code of Ethics
Priority:            This policy is found in almost all employee handbooks.

Sample wording:

________________________________________ has a Code of Ethics. The Code commits
                        Bowling Center
_________________________ to comply fully with its ethical and legal responsibilities in its
          Bowling Center
business activities and relations with employees. Each employee is responsible for adhering to
the Code. An employee’s actions under the Code are significant indications of his or her
judgment and competence and an important element in his or her evaluation for continued
employment, promotion and compensation. Each employee meeting the guidelines of the Code
will help _____________________________ comply with its ethical and legal responsibilities.
                         Bowling Center
The guidelines set forth below are not necessarily all of the obligations that apply to an
employee’s conduct. In addition to these guidelines, each employee is responsible to avoid
conduct that could reasonably appear to be improper or might injure _____________________
                                                                                 Bowling Center
reputation for honesty and integrity in its business activities or relations with employees. If in
doubt as to what may be appropriate conduct, an employee should consult with his or her
supervisor.

Conflict of Interest
An employee should not have a personal, business or financial interest that is incompatible with
the loyalty and responsibility owed by him or her to _________________________. In general,
                                                                 Bowling Center
an employee is responsible to devote his or her best efforts and attention on a full time basis to
the faithful performance of his duties and to refrain from activities or interests that might
interfere with these responsibilities. While it is difficult to identify every particular activity that
might give rise to a conflict of interest, some practices and circumstances that may result in
conflicts are described below.

Dealing with Suppliers and Customers
Each employee should try to acquire goods and services and make transactions for
_____________________________________________________ on terms most favorable to
                                  Bowling Center
___________________________________. An employee should promptly inform his or her
                   Bowling Center
supervisor if the employee or a member of the employee’s immediate family has or acquires by
purchase, gift or otherwise, any interest in or relationship with a supplier, customer or its
business, or is performing services for such a firm.

Dealing with Competitors
An employee should promptly inform his or her supervisor if the employee or a member of the
employee’s immediate family has or acquires by purchase, gift or otherwise, an interest in or
relationship with a competitor or is performing services for a competitor of
___________________________________.
                Bowling Center


Compensation from Others
No employee or member of an employee’s immediate family should accept compensation,
loans, entertainment (more than nominal value), commissions or any personal financial
advantage in connection with a transaction in which ________________________________
                                                               Bowling Center
has or may have an interest, unless there has been full disclosure and written consent by
_______________________________________.
              Bowling Center


                                              - 13 -
                                 Employment at Will

Description: Similarly, you should state that either party can end employment at any time and
             that no policy constitutes a contractual obligation to employees on the part of the
             company.

Priority:    This policy may not apply to all states. It is important that you check your
             employment laws before inclusion in your handbook.

Sample wording:


Employees shall understand that their employment is entered into voluntarily and they are free
to resign at any time. Similarly, the Company is free to terminate their employment for any
reason at any time, with or without cause. The terms set forth in this Handbook represent the
entire understanding between _________________________________ and the employee and
                                       Bowling Center

that this understanding cannot be amended or altered in any way by any oral statements made
to any employee. The only way in which any understanding set forth in this Handbook can be
altered is by written agreement.




                                            - 14 -
                                  Equal Employment

Priority:           This policy is found in almost all employee handbooks.

Sample wording:


EMPLOYMENT WITH ___________________________________________________
                    Bowling Center




The objective of ___________________________ is to obtain qualified employees consistent
                              Bowling Center
with position requirements; to seek, employ, promote, and treat all employees and applicants
for employment without discrimination as to race, color, sex, religion, marital status, age,
ancestry, disability, medical condition, sexual orientation, veteran status, or national origin.
______________________ is an equal opportunity employer.
         Bowling Center




                                            - 15 -
                             Violence in the Workplace

Priority:           This policy is found in almost all employee handbooks.

Sample wording:

Acts or threats of physical violence, including intimidation, harassment and/or coercion, which
involved or affects the company, or which occurs on company property, are considered
misconduct and will not be tolerated. This policy applies equally to employees, customers,
vendors and temporary employees.

In establishing this policy, _______________________________ seeks to provide a safe work
                                       Bowling Center
environment and does not intend to create any obligation or liability on the part of the company
to take actions beyond those required by law.

Employees and visitors are prohibited from bringing firearms onto company property or a
company vehicle. Exceptions to this would include on-duty law enforcement officers.

The possession of firearms on Company property may be cause for disciplinary action including
immediate termination of employment. Company property includes, but is not limited to, all
_____________________________________ facilities, vehicles and equipment, whether
              Bowling Center
leased or owned by the company.

In keeping with the spirit and intent of this policy, and to ensure that _____________________
                                                                                   Bowling Center
objectives in this regard are attained, it is the commitment of ___________________________:
                                                                            Bowling Center
       1. To provide a safe and healthful work environment, in accordance with company
          safety and health policy.
       2. To take prompt remedial action up to and including immediate termination, against
          any employee who engages in any threatening behavior or acts of violence or who
          uses any obscene, abusive or threatening language or gestures.
       3. To take appropriate action when dealing with customers, former employees, or
          visitors to ___________________________ who engage in such behavior. Such
                                   Bowling Center
          action may include notifying the police or other law enforcement personnel and
          prosecuting violators of this policy to the maximum extent of the law.
       4. To establish visible security measures to ensure that _________________________
                                                                                Bowling Center
          facility is safe and secure to the maximum extent possible and to properly handle
          access to company facilities by the public, off-duty employees and former employees.




                                            - 16 -
  7 - EMPLOYMENT STATUS
         & RECORDS
                                       Page#


Classification of Employment           17
Employment Records Personnel Records   18
Introductory Periods                   19
Performance Review / Evaluations       20




                         - 17 -
                          Classification of Employment
Description: Employees are classified by the number of hours that they are regularly scheduled
             to work and if they qualify to be paid overtime. Many states have specific laws
             that may or may not override the federal laws. It is critical that you are aware of
             your State and Federal Laws when establishing this policy.

Priority:     This policy is found in almost all employee handbooks. The caution here is making
              sure that your explanation of each classification is in compliance with State and
              Federal Laws regarding the payment of Overtime.

Sample wording:

For purposes of salary administration and eligibility for overtime payments and employee benefits, the
Company classifies its employees as follows:

   1. Full Time Regular Employees: Employees hired who work 1500 hours or more in a calendar
      year. Such employees may be “exempt” or “non-exempt” as defined below.
   2. Part Time Regular Employees: Employees hired to work fewer than 1500 hours per year.
      Such employees may be “exempt” or “non-exempt” as defined below.
   3. Temporary Employees: Employees engaged to work full time or part time on the Company’s
      payroll with the understanding that their employment will be terminated no later than upon
      completion of a specific assignment. Note that a temporary employee may be offered and may
      accept a new temporary assignment with the Company and thus still retain temporary status.
      Such employees may be “exempt” or “non-exempt” as defined below.
   4. Non-Exempt Employees: Employees who are required to be paid overtime at the rate of time
      and one half (i.e., one and one half times) their regular rate of pay for all hours worked beyond
      forty hours in a work week, in accordance with applicable federal wage and hour laws.
   5. Exempt Employees: Employees who are not required to be paid overtime, in accordance with
      applicable state and federal wage and hour laws, for work performed beyond forty hours in a
      work week. Executives, professional employees, outside sales representatives, and certain
      employees in administrative positions are typically exempt.

You will be informed of your initial employment classification and of your status as an exempt or non-
exempt employee during your orientation session. If you change positions during your employment as a
result of a promotion, transfer, or otherwise, you will be informed by your supervisor of any change in
your exemption status.

Please direct any questions regarding your employment classification or exemption status to
____________________________________.
               Owner / Manager




                                               - 18 -
                Employment Records Personnel Records

Priority:        This policy is found in almost all employee handbooks.

Sample wording:

The Company maintains certain information and records on employees that are pertinent to their
employment.

The employee is responsible for notifying his or her manager / supervisor immediately in writing of any
changes to the following:
• Name
• Marital Status
• Beneficiaries
• Address
• Phone Number
• Number of Dependents

The Company Payroll Departments will:
(1) collect, use and retain only information required for business or legal reasons; (2) restrict the internal
availability of personnel information to those with a business need to know; and (3) release information
outside this company only with the employee’s written approval, except to verify employment or to satisfy
legitimate investigations of local, state or federal authorities and/or governmental agencies, or as
required by legal process of the court’s legal requirements. All records on employment are considered
___________________________________ property.
                 Bowling Center


Employees who have access to employee records are responsible for treating the records confidentially
and in accordance with the foregoing company policy. Violations of this policy may result in disciplinary
action up to and including termination.




                                                 - 19 -
                               Introductory Periods
Description: An introductory period gives both you and a new employee time to determine if
             the working relationship will continue. This is normally the same time frame for
             when benefits will become effective.

Priority:      This policy is found in almost all employee handbooks.

Sample wording:

During the first 90 calendar days of employment you will be instructed in your duties and your
performance will be continuously evaluated to insure that you understand and can perform the
duties of your position.

It should be understood that employment during or at any time following the introductory period
and throughout employment for each and any employee is for no definite period of time and
may be terminated at any time by the company or by an employee with or without cause. Only
the __________________________ of the company is authorized to modify this policy in
         Owner / Manager
writing.

The seven basic points considered are:
      1. Quality of work
      2. Quantity of work
      3. Attitude (Human Relations)
      4. Cooperation
      5. Supervisory effectiveness (if applicable)
      6. Attendance
      7. Punctuality

Towards the end of your introductory period, an employee evaluation may be completed and
discussed with you by your Supervisor. At that time, you will be given the opportunity to
comment on the evaluation and to sign it, acknowledging that your Supervisor discussed the
evaluation with you. It is then added to your personnel file.




                                           - 20 -
                   Performance Review / Evaluations

Priority:     This policy is found in almost all employee handbooks.

Sample wording:


                  Bowling Center
_________________________________________ believes that performance reviews are an
important aspect of an employee’s development. An employee’s manager / supervisor will
conduct an annual performance review meeting with an employee at which time his or her
performance and competencies will be evaluated and future goals and competencies will be
identified.

However, performance reviews are an ongoing process involving continuous feedback. An
employee’s manager / supervisor should regularly communicate with him or her regarding
performance.




                                         - 21 -
  8 - EMPLOYEE BENEFIT
        PROGRAMS
                                                       Page #
Eligibility                                            22
Employee Discounts                                     23
          Bowling
          Beverages (Soda & Coffee)
          Food Discounts
          Pro Shop / Merchandise Discount
Employee Education and Development                     24
Employee Assistance Program                            25
Holidays                                               26
              Full-time management
              Full - Time Center Employees
Insurance Plans                                        27
           Medical
           Dental
           Life & Accidental Death and Dismemberment
           Supplemental Life
           Short-Term Disability
           Long Term Disability
           Group Travel Accident
           Voluntary Benefits
Profit Sharing                                         28
401(K) Retirement Plan                                 29
Vacation                                               30
              Full - Time Center Employees
              Full-time management
              Seniority for Vacations
              Pay in Lieu of Vacation
              Vacation Scheduling
              Vacation for Terminating Employees
Workers’ Compensation                                  31

                                - 22 -
                                          Eligibility
Description: This policy is entirely up to you as to who is eligible for benefits in your
             company. The following is a sample policy that gives very specific
             requirements.

Sample Policy:

The Company provides its Full Time Regular Employees who work at least 1800 hours per year
the following types of coverage:

                          Health (optional)     *      Dental (optional)   *   Life

Full Time Regular Employees may purchase, for themselves and/or their dependents, through
payroll deductions, health and dental coverage through the group plan. Life insurance is
currently provided at no charge to the employee.

Each Full Time Regular Employee is eligible provided such employee has completed the
following Service Requirements:

       a. Is in an eligible class shown below:
       b. Has completed the following Service Requirements:

1 Month of Employment
Managers of Bowling Centers, Assistant Bowling Center Managers, Bowling Center Program
Director, Maintenance Manager, Accounting Managers, Resident Pro, Chief Mechanics, Head
Mechanics (Level A), Bowling Center Maintenance Managers, and Marketing Manager.

6 Months of Employment
Bowling Center Supervisor, Bookkeeper, Mechanic (Level B), Bowling Center Assistant
Program Director, Outside Promotion and Sales, Senior and Junior Accounting Clerks

12 Months of Employment
All other Full Time Regular Employees of the Company

All eligible employees must complete an enrollment application. Detailed information
concerning insurance coverage may be obtained from a manager or bookkeeper. Plan and
benefits may change at the discretion of the Company.




                                              - 23 -
                                 Employee Discounts

Description: To avoid abuse of privileges / discounts that you give to your employees, it is
             good to establish a written policy. The following is a sample of how one of our
             contributing centers handles their employee discounts.

Sample Policy:

EMPLOYEE BOWLING

Employees are permitted to bowl at prevailing employee prices, provided there is no waiting list.
 It is the employee’s responsibility to see that his/her open play sheet is turned in prior to the
start of a waiting list. Sheets turned in while we are on a waiting list will be charged at full price
prevailing at that time. Rental shoes may be used at no charge. Employee prices may not be
used for any special promotion.

Prices are good for the employee, spouse, children, step children, and/or grandchildren and
parents, when accompanied by the employee. Each employee will need to fill out a card stating
the names of the family, and their relationship to the employee.

When receiving the assigned lane, the employee must inform the desk that they are an
employee and if they have family members with them. Family members may only bowl at the
employee price when accompanied by the employee.

When finished, the employee is required to sign the open play sheet.

FOOD AND DRINKS DISCOUNT

All employees receive a fifty (50) percent discount for meals and drinks (excluding alcoholic
beverages). This discount is only available while on duty. The employee is required to sign the
receipt or daily log book.

PRO SHOP DISCOUNT

All employees receive a ten (10) percent discount in the pro shop, which includes all items on
sale that are already discounted.




                                              - 24 -
                 Employee Education and Development
Description: Many companies offer assistance with the education of their employees. If you
             offer this benefit, it is best to spell out your policy and who is eligible to take
             advantage of this benefit.

Sample Policy:
___________________________ maintains programs for continuing education and
          Bowling Center
development. Full-time and part time employees may be eligible for a tuition reimbursement
program for college courses.

Employees may be eligible for both internal and external continuing education opportunities. For
information on opportunities and eligibility, please see your Supervisor / Manager.




                                            - 25 -
                       Employee Assistance Program

Description: Some companies offer assistance with personal situations like the sample policy
             below.

Sample Policy:

The Company offers, at no cost to the employee, employee assistance and counseling through
a national Employee Assistance Program (EAP). This benefit is to help employees with a range
of personal situations such as family, marital, work-related, substance and alcohol abuse. The
services of the EAP will be completely confidential between the employee and the Company; no
information will be given to anyone within the Company. If an employee is required to meet with
the EAP, as a part of disciplinary action, the Company will be advised if the employee met with
the EAP, but no further information will be disclosed.




                                          - 26 -
                                         Holidays
Description: Paid Holidays are entirely up to your company. The following sample policy
             gives a good outline of how they pay holiday pay and who is eligible. It is a
             good practice to clearly outline your policy for holiday pay.

Sample Policy:

The following days are paid holidays, if they fall on the employees normal work day:
Memorial Day, Labor Day, Thanksgiving Day, Christmas Day and New Years Day.

Full Time Employees – Salaried and Hourly
Employees are eligible for holiday pay if the holiday falls on a regularly scheduled work day.
Hourly employees will receive their normal scheduled hours for that day. If an employee works
on a holiday, they will receive regular pay for hours worked, plus holiday pay.

Part Time Employees
An employee who is classified as part-time is NOT eligible for holiday pay unless they work on
the holiday. Any part-time employee that works on one of the company designated holidays will
receive 1 ½ times their normal rate of pay.

Any employee who has an unexcused absence immediately before or after a holiday will not be
paid for the holiday.




                                           - 27 -
                                 Insurance Plans

Description:   If Group Insurance coverage is offered, your Insurance Policy is the best
               resource for writing your policy for overages and eligibility. The following is a
               list of types of Insurance Benefits that some Bowling Centers offer their
               employees.

                     Medical
                     Dental
                     Life & Accidental Death and Dismemberment
                     Supplemental Life
                     Short-Term Disability
                     Long Term Disability
                     Group Travel Accident
                     Voluntary Benefits




                                          - 28 -
                               Profit Sharing

Description:   Sharing increased bottom line profits with your staff can sometime motivate
               them. This is not a common practice amongst the employee handbooks
               that we reviewed so we do not have any sample policies to share in this
               regard.




                                      - 29 -
                            401 (K) Retirement Plan
Description: If your company offers employees a 401 (K) retirement plan, your plan
             description will provide the appropriate wording for your employee handbook.
             The following is one of the policies that we found in our research.

Sample Policy:
You may participate in the retirement plan if you have been in a management position for twelve
(12) months. The plan is composed of an employee’s pre-tax deferral contribution and
Company matching contribution. You are eligible to contribute between 1-15% of compensation
with a maximum equal to federal limits. The Company will match 100% of the first 3% of
contribution and 50% of the next 2% of contribution. You are immediately vested in the
Company’s matching contribution.

Please refer to the Company’s Retirement Plan Summary Plan Description for further details.




                                          - 30 -
                                                    Vacation
Description:    Paid Vacation can get a little tricky and may require more detail to make sure that you
have properly covered your policy. There are two popular ways to accrue and pay vacation time.
                            1) Anniversary Date to Anniversary Date
                            2) Calendar Year
For budget purposes and consistency, the Calendar Year method seems to be the most popular
amongst our contributors. The following sample policy gives a good outline of how this center
addresses vacation pay and who is eligible. It is a good practice to clearly outline your policy for
vacation pay.

Sample Policy:
Because the Company recognizes the importance of vacation time in providing the opportunity for rest, recreation,
and personal activities, the Company grants annual, paid vacations to its Full Time Regular Employees, as follows:
                          Years of Service:                      Annual Vacation:
                          1 Year                                 1 Week
                          2 - 14 Years                           2 Weeks
                          15 or More Years                       3 Weeks

A Full Time Employee earns one week of paid vacation on their first anniversary date. If an employee falls into part
time status in a given year, vacation week(s) are not earned for that year. After the first year, vacation time earned
will revert to the calendar year. Vacation pay is computed at the weekly regular hours, based on the previous twelve
months. From hire date to anniversary date divide the total regular hours worked by 52 weeks times your current
hourly rate; equals your vacation pay. After the first year an employee must use their earned vacation time before
the end of the calendar year. If the vacation time is not used, it will be forfeited without monetary compensation.

SENIORITY FOR VACATIONS
In order to accrue a year of seniority toward vacation, an employee must work 1,500 hours from his starting date
until their following anniversary date. Each year thereafter, the 1,500 hours must be worked in the calendar year in
order to earn additional years of seniority towards vacation. If an employee remains employed even though they
have fallen below 1,500 hours in a given calendar year, they will retain any previously accumulated seniority.

Example:        An employee has worked over 1,500 hours each of their first three years of service. They then have
less than 1,500 hours their fourth year of employment. They worked over 1,500 hours their fifth year. This
employee has earned four years of seniority towards their vacation.

If an employee’s employment terminates, and they are re-hired within a six month period, the employee will retain
their accumulated seniority that they have earned prior to their departure. If an employee’s employment terminates,
and they are not re-hired within a six month period, their previously accumulated seniority will be forfeited. The
employee’s seniority will start over on their new hire date.

PAY IN LIEU OF VACATION
Employees are required to take their earned vacation. No payments will be made in lieu of taking vacation, except
for accrued unused vacation at the time of termination.

VACATION SCHEDULING
Vacations may only be taken as weekly periods and are to be approved by your supervisor. Employees must give
30 days written notice to their supervisor requesting vacation time. Requested dates will be granted if possible, but
shall be subject to the individual center’s scheduled activities, available staffing, and other matters at the discretion
of the Company.

VACATION FOR TERMINATING EMPLOYEES
Employees terminating employment are entitled to payment for unused vacation time which they have earned during
their previous anniversary year. Under no circumstances does the Company pay for vacation time for partial years
of service, whether it is during the first year of service or any subsequent year.



                                                       - 31 -
                             Workers’ Compensation
Description: Workers’ Compensation is mandated in some states and optional in others. It is
             important that you follow the laws established in your state. The following is a
             Sample policy and several Alternate Policies.

Sample Policy:

Employees that are injured on the job are covered by the Workers’ Compensation Act.
_________________________ carries workers compensation insurance. Benefits are provided
          Bowling Center
by the insurance company and include lost time pay as well as medical expenses. Every
employee is covered starting on their first day of work.

If you are injured at work you must fill out the Employee Accident Report Form and file it
immediately with your manager / supervisor. Benefits cannot be paid to any individual until the
accident form is filed with the insurance company.

Alternate Policy:

Employee injuries incurred as a result of work related accidents are subject to coverage under
the Workers’ Compensation Act. Benefits are provided through the Company’s workers’
compensation insurance and include lost time pay as well as related medical expenses. (Your
group health care plan does not cover claims covered by workers’ compensation). Every
employee is covered under Workers’ Compensation from the first day of employment.

In the event of a job-related injury, ________________________ does not pay for time lost
                                             Bowling Center
during the waiting period. An employee may elect to use earned vacation and/or personal leave
during the applicable waiting period. At the end of the waiting period, all company payments will
cease and the workers’ compensation insurance carrier will pay benefits.

All work related injuries or illnesses, regardless of severity, must be reported to your manager /
supervisor immediately. The company cannot guarantee payment of benefits to an employee
who fails to report an injury on the day it occurred.

The employee can re-apply for work when released from medical care.

If you have a “Drug Testing” policy, you might choose to add this statement to your workers
compensation policy:
    • You will be required to have a drug screen conducted, regardless of severity.

Alternate Wording:

In proper cases, Workers' Compensation laws provide benefits to employees sustaining injuries
arising out of and in the course of their employment. Be sure all accidents regardless of how
minor they seem, are reported immediately and that the proper accident forms are completed,
so that you may be considered for benefits.




                                            - 32 -
        9 - TIME KEEPING
            / PAYROLL

                                           Page #
Deductions from Pay                        33
Pay Day and the Work Week                  34
Lost paycheck & W-2 Forms                  35
Regular Pay & Overtime Compensation        36
Tips and Gratuities                        37
Wage Information                      38
Termination of Employment                  39
Time Records                               40




                      - 33 -
                                 Deductions From Pay
Priority:       This policy is found in almost all employee handbooks.

Sample wording:
Deductions will be made from employee earnings on the basis of government requirements or
employees’ written authorizations. Deductions from pay which are required by law include federal social
security tax, Medicare tax, federal/state withholding taxes, local taxes (if applicable) and wage
withholding orders. Administrative fees for wage withholding orders (child support, garnishments, etc.)
will also be deducted in accordance with state regulations.

Other deductions from pay, which may be made on the basis of employee written authorization, may
include, but are not limited to:
a. Insurance premiums (group and individual plans)
b. 401(k) contributions and/or loan repayments

An employee is responsible to monitor all voluntary deductions from his or her pay for accuracy and to
inform your manager / supervisor of any changes or mistakes.

Alternate Wording

SOCIAL SECURITY (F.I.C.A.) – All employees are covered by the Federal Social Security Program with
respect to retirement benefits. The Federal Social Security Act provides monthly retirement benefits to
persons meeting certain eligibility requirements after they reach age 62. The act may also provide
protection for certain members of your family in the event of your disability or death. Both
______________________________ and the employee share equally in the cost of paying these taxes
            Bowling Center
to support the Social Security Fund.

FEDERAL INCOME TAX – The Federal Internal Revenue Act requires that
_______________________________ withhold Federal Income Tax from your wages. The amount
            Bowling Center
withheld is stipulated by law and is based on the number of dependents claimed, your marital status and
the amount of your earnings. Shortly after the first of each year, a statement (W-2 form) showing the
total wages paid to you during the previous year and the amount of tax withheld will be furnished to you
by _________________________________.
             Bowling Center


VOLUNTARY DEDUCTIONS - Such deductions may include any additional, requested taxes, medical
insurance premiums, etc.

          NOTE INCLUDE WORDING IN STATES THAT WITHHOLD A STATE INCOME TAX
STATE INCOME TAX – ______________ requires that _________________________________
                              State                                     Bowling Center
withhold State Income Tax from employees’ gross pay. As with Federal Income Tax, the amount of
state tax withheld is stipulated by law and is based on the number of dependents claimed, your marital
status and the amount of your earnings. Should you be subject to such withholding, a statement (W-2
form) showing the amount of State Tax withheld from your total earnings during the previous year will be
furnished to you by _____________________ shortly after the first of the year.
                               Bowling Center


If there are other State related taxes that you must deduct from your employees pay, you need to
include wording applicable to these deductions.




                                               - 34 -
                          Pay Day and the Work Week

Description:        This section should cover how and when employees are paid

Priority:           It is important that State and Federal Laws are taken into consideration
                    when writing your policy for payment of wages and overtime pay.

Sample wording:

Employees are paid _________________ and the work week begins on ____________ and
ends on _____________________. Paychecks are issued on _______________________.

Every effort will be made to ensure that paychecks are distributed on the scheduled day.
Paychecks will be given to another employee only upon written request by the employee
entitled to receive the paycheck.

Alternate Wording

Paydays at __________________________ occur on a ____________ basis and the pay
period shall begin on ______________ and end on _____________. Paychecks are issued
every _______________. Paychecks are normally distributed by your manager / supervisor
near the end of your work shift.

Your paycheck will have a check stub attached that itemizes the various deductions required by
law or authorized in writing by you. You should keep these statements for your personal
records. If an error should ever occur on your paycheck, report it at once to your manager /
supervisor so that action may be taken for review and adjustment.

Paychecks will be presented only to the named employee. Requests for special handling of
your check in certain cases must be arranged in advance through your manager / supervisor
and checks will be issued only with proper, authorized identification. In the event of any
irregularity, the paycheck will be retained by your manager / supervisor for issuance directly to
the employee at a later time.

Any questions you may have concerning your salary should be discussed with your manager /
supervisor.




                                            - 35 -
                         Lost Paycheck & W-2 Form

Priority:     This policy is found in almost all employee handbooks.

Sample wording:

A $______ bookkeeping fee will be assessed to replace lost W-2 forms. Lost paychecks will be
replaced at the cost of the current rate of “stop payment” charged by the bank.




                                         - 36 -
                Regular Pay & Overtime Compensation

Description:        This section deals with other policies that relate to the payment of wages to
                    your employees. Areas that you should address are: Hourly employees,
                    overtime compensation and Salaried Employees

Priority:           This policy is found in almost all employee handbooks. It is important that
                    State and Federal Laws are taken into consideration when writing your
                    policy for payment of wages and overtime pay.

Sample Wording

Hourly – All hourly employees are paid their regular rate of pay for hours worked up to the
maximum of 40 hours per week. Overtime will be paid at the rate of 1 ½ times regular rate for
hours over 40 worked in a work week Saturday through Friday. Vacation, holiday and sick
leave hours do not count toward the 40 hour maximum counted for overtime.
Overtime is not expected of you regularly, however it is possible you will be asked to work
overtime under certain circumstances. All overtime must be pre approved by your supervisor /
manager.

Salaried – Salaried employees are compensated at a base annual salary that is evenly
allocated on a _______________ basis. Salaried employees are not eligible for overtime pay.
Salaried employees pay will terminate on their last day of active employment and be prorated
for days worked.




                                           - 37 -
                                 Tips and Gratuities

Priority:      This policy is found in almost all employee handbooks.

Sample wording:

All employees that receive tips or gratuities are required by state and federal law to report those
tips on their time cards. These tips / gratuity amounts will be added to your gross pay for the
purpose of deducting taxes. When you file your personal tax return, you must claim these tips
according to state and federal law.

   Alternate Wording for Tips

   An employee who receives more than $20.00 in tips in any month is required by law to
   report the amount of those tips by the 10th day of the following month. The report is to be
   made on the appropriate form. Reported tips will be included as taxable income on the
   employee’s paycheck.

   If an allocation of tips is required at year-end, in accordance with TEFRA regulations, the
   employee will be required to pay his or her own Social Security, Federal and State Income
   taxes with his or her personal Tax Return.




                                            - 38 -
                                 Wage Information

Priority:      This policy is found in almost all employee handbooks.

Sample wording:

Your salary and that of every other employee is confidential. Salary or hourly wage is based on
a number of factors. These include experience, responsibility, longevity, attitude and
performance. Discussions regarding salary or wage should be directed to your manager /
supervisor, not your co-workers. Any employee who discusses salary or wage with co-workers
will be terminated.




                                           - 39 -
                          Termination of Employment

Description: State your policy for termination. State Laws may dictate stronger or more
             specific wording.

Priority:      This policy is found in almost all employee handbooks.

Sample wording:

________________________ will terminate any employee that violates company policies,
        Bowling Center
practices or procedures. Any conduct determined not to be in the best interest of
_______________________ is also grounds for termination.
         Bowling Center


_____________________________________ policy is to terminate any employee who has not
                Bowling Center
actively performed work for the company for Twelve (12) weeks unless the employee is on
short-term disability approved leave or has been placed on inactive status by their Manager /
Supervisor. During short-term disability, employment will remain “active” for the duration of
short-term disability but will be terminated at the end of the sixth month of disability. During
approved leave under the Family Medical Leave Act, employment will be terminated upon the
depletion of available leave under the Act unless the employee returns to work with a medical
release.

At the time of termination, employees are required to return all _________________________
                                                                         Bowling Center
property. Final paychecks will be issued in accordance with state and federal laws.




                                           - 40 -
                                     Time Records
Description: When speaking to a labor consultant, they will recommend that you use a time
             clock for hourly employees to record hours worked. This protects you down the
             road if an employee claims that they were not paid overtime. This method
             becomes a little more labor intensive, but keeps everyone honest. To make
             your job easier, there are time clocks available that add up the hours worked
             each day.

Priority:      This policy is found in almost all employee handbooks.

Sample wording:

_________________________ will comply with all federal and state requirements by
           Bowling Center
maintaining records of hours worked by employees.

Time records will be tracked daily using a time clock. At the end of each pay period, time
records will be verified and submitted to your manager / supervisor. After review and any
necessary corrections, your manager / supervisor will approve and forward the time to
_______________________ for processing.

All employees must submit an accurate account of hours worked and benefit hours in order to
receive payment of wages. Time records are considered company property. Falsification of time
records and clocking another employee in or out is prohibited and will be grounds for
disciplinary action, up to and including immediate termination.

Alternate Wording

The normal workweek will consist of ___________ hours. You must use the time card provided
to record your hours worked, and is our only method of determining your pay. Time cards must
be recorded when you arrive, any time taken off for meals, and the end of the day. In the event
that you do not use the time clock provided, record this time on your time card and initial. If
neither of the above is done, your manager / supervisor will make every effort to record your
correct time.

Employees may not clock in earlier than 5 minutes before starting time or 5 minutes after
quitting time.




                                            - 41 -
     10 - WORK CONDITIONS
            & HOURS
                                            Page #
Breaks / Lunch                                42
Computer, E-Mail and Internet Usage           43
Drug Free Work Place                          44
General Health & Safety Rules                 45
Personal Telephone Calls, Cell Phones & Pagers 46
Smoking Policy                                47




                         - 42 -
                                Breaks / Lunch


Description:      You need to establish a policy for Breaks and Lunch. Some state
                  laws mandate minimum amounts of time off for breaks and lunch
                  depending on the number of hours that an employee works.

Priority:         This policy is found in almost all employee handbooks.

Sample wording: If you have questions on how to word your policy for Breaks / Lunch,
                       please contact BPAA and we will give you some suggestions.




                                       - 43 -
                     Computer, E-Mail and Internet Usage

Description: Your Bowling Center may furnish computers and programs for your employees to
             use as part of their job. It is important that you protect yourself from possible
             misuse and copyright infringements by an employee.

Priority:      This policy is found in almost all employee handbooks.

Sample Wording:

Computers, computer files, the e-mail system, and software furnished to employees are the property of
this bowling center and are intended for business use. Employees may not use their computer for
personal Instant Messaging. Employees should not use a password, access a file, or retrieve any stored
communication without authorization. To ensure compliance with this policy, computer and e-mail usage
will be monitored.

This Bowling Center strives to maintain a workplace free of harassment and is sensitive to the diversity
of its employees. Therefore, the use of computers and the e-mail system in ways that are disruptive,
offensive to others, or harmful to morale is prohibited.

For example, the display or transmission of sexually explicit images, messages, and cartoons is not
allowed. Other such misuse includes, but is not limited to, ethnic slurs, racial comments, off-color jokes,
or anything that may be construed as harassment or showing disrespect for others.

            Bowling Center
__________________________ purchases and licenses the use of various computer software for
business purposes and does not own the copyright to this software or its related documentation. Unless
authorized by the software developer, ___________________________ does not have the right to
                                                Bowling Center
reproduce such software for use on more than one computer.

Employees may only use software on local area networks or on multiple machines according to the
software license agreement. __________________________________ prohibits the illegal duplication
                                           Bowling Center
of software and its related documentation.

Employees should notify their immediate supervisor, the Owner or any member of management upon
learning of violations of this policy. Employees who violate this policy will be subject to disciplinary
action, up to and including termination of employment.




                                                - 44 -
                               Drug Free Workplace

Priority:    This policy is found in almost all employee handbooks.

Sample wording:

It is the policy of the Company to create a drug-free workplace in keeping with the spirit and
intent of the Drug-Free Workplace Act of 1988. The use of controlled substances is
inconsistent with the behavior expected of employees, subjects all employees and visitors to our
facility to unacceptable safety risks, and undermines the Company’s ability to operate effectively
and efficiently. In this connection, the unlawful manufacture, distribution, dispensation,
possession, sale, or use of a controlled substance in the workplace or while engaged in
Company business off the Company’s premises is strictly prohibited. Employees convicted of
controlled substance-related violations in the workplace (including pleas of nolo contendre, i.e.,
no contest) must inform the Company within five (5) days of such conviction or plea.




                                            - 45 -
                          General Health & Safety Rules

Priority:      This policy is found in almost all employee handbooks.

Sample wording:

Each employee is expected to obey safety rules and to exercise caution in all work activities. Employees
must immediately report any unsafe condition to their manager / supervisor. Employees who violate
safety standards, who cause hazardous or dangerous situations, or who fail to report or, where
appropriate, remedy such situations, may be subject to disciplinary action, up to and including
termination of employment.

In the case of accidents that result in injury, regardless of how insignificant the injury may appear,
employees are required to immediately notify their manager / supervisor. Such reports are necessary to
comply with applicable laws and initiate insurance and workers' compensation claims procedures.
The Company is committed to providing all employees with a safe place of employment. The Company
will endeavor to comply with all applicable federal, state, and local safety and health regulations and to
make any reasonable safety rule necessary to insure the well-being of our employees.

Every employee must help to insure their own health and safety by using safety devices, including any
and all assigned protective clothing and by maintaining good housekeeping standards, reporting to
supervisors all injuries, and all unsafe conditions, equipment or practices, and by observing all safety
rules and regulations at all times.




                                                - 46 -
            Personal Telephone Calls, Cell Phones & Pagers


Priority:      This policy is found in almost all employee handbooks.

Sample wording:

The phone system is continually handling a heavy load of business calls and it is necessary for
lines to be open for our customers. Pay telephones are available for employee use during lunch
or break periods. Any emergency call will be put through for you or to you by way of your
supervisor / manager. Please request that friends or relatives call only in the event of an
emergency.

The use of cellular telephones and/or personal pagers during work is not permitted. They may
be used to conduct personal business outside of working hours or on breaks only.




                                           - 47 -
                                  Smoking Policy

Description:       It is important to write your Smoking Policy based on your local, county or
                   state smoking policy if there is a policy. Many centers have initiated
                   smoking policies before legislation mandates them to fully or partially ban
                   smoking in their bowling center.

Priority:          This policy is found in almost all employee handbooks.

Sample wording:  If you have questions on how to word your Smoking Policy please contact
            BPAA and we will give you some suggestions.




                                          - 48 -
                 11 - LEAVES

                                       Page #
Family Medical Leave Act of 1993        49
Funeral Leave                           50
Jury and Witness Duty Leave             51
Military Leave                          52
Personal Leave - Full-time Employees    53




                          - 49 -
                     Family Medical Leave Act of 1993
Priority:           This policy is found in almost all employee handbooks.

The following is important information that you should know before writing your policy.

THIS POLICY ONLY APPLIES TO AN EMPLOYER WITH 50 OR MORE FULL-TIME EMPLOYEES.
The Family and Medical Leave Act (FMLA) provides a means for employees to balance their
work and family responsibilities by taking unpaid leave for certain reasons. The Act is intended
to promote the stability and economic security of families as well as the nation's interest in
preserving the integrity of families.

The FMLA applies to any employer in the private sector who engages in commerce, or in any
industry or activity affecting commerce, and who has 50 or more employees each working day
during at least 20 calendar weeks in the current or preceding calendar year.

The law covers all public agencies (state and local governments) and local education agencies
(schools, whether public or private). These employers do not need to meet the "50 employee"
test. Title II of FMLA covers most federal employees, who are subject to regulations issued by
the Office of Personnel Management.
To be eligible for FMLA leave, an individual must (1) be employed by a covered employer and
work at a worksite within 75 miles of which that employer employs at least 50 people; (2) have
worked at least 12 months (which do not have to be consecutive) for the employer; and (3) have
worked at least 1,250 hours during the 12 months immediately before the date FMLA leave
begins.

When drafting a policy there are a number of considerations involved in complying with the
federal family leave law. Where there are State laws, employers are required to comply with
the more generous provisions of either state or federal law. Federal law establishes minimum
standards that employers must meet or exceed.

If you already have your own policy on child care, family, or sick leave, and are also covered by
the new federal law, management should think about ways to align company policy with the
mandated leave. You would not want to be in a position where an employee could argue that
he or she was entitled to a number of weeks of leave under the company’s policy and then
another 12 weeks in addition under the federal law. If there is a state law, the company’s policy
should comply with that as well.

APPLICATION OF THE LAW TO SPECIFIC SITUATIONS SHOULD BE REVIEWED BY
LEGAL COUNSEL PRIOR TO IMPLEMENTING AND POSTING OF THE NOTICE.




                                            - 50 -
                                    Funeral Leave

Priority:    This policy is found in almost all employee handbooks.

Sample wording:

If you are a Full Time Employee (over 1,500 hours per year), and you have a death in your
family, a three (3) day paid, excused absence will be given. Includes: Spouse, Father, Mother,
Brother, Sister, Children, Stepparents, Stepchildren, Grandfather, Grandmother, Grandchild,
Father-in-Law, or Mother-in-Law. You will be paid for the hours you were scheduled to work
during the three (3) days that you are absent. Documentation may be requested.




                                          - 51 -
                        Jury and Witness Duty Leave


Priority:    This policy is found in almost all employee handbooks.

Sample wording:


___________________________________ encourages its employees to fulfill their duties to
              Bowling Center

the administration of justice. If you are called for jury duty, notify your supervisor / manager.
Full time employees will be paid their regular wages while on jury duty (less amount received as
jury duty pay) up to a maximum of three (3) working days each calendar year, unless otherwise
required by law. If you are excused from jury service for any day, you will be expected to return
to work the remainder of your regular shift.

Alternate Wording:

If you are summoned to jury duty, you shall be granted a leave of absence during the active
period of your jury duty.

All employees are allowed unpaid time off if summoned to appear in court as a witness.

To qualify for jury or witness duty leave, you must submit to your supervisor/manager a copy of
the summons to serve as soon as it is received. In addition, proof of service must be submitted
to your supervisor/manager when your period of jury or witness duty is completed.

The Company will make no attempt to have your service on a jury postponed except where
business conditions necessitate such action.




                                            - 52 -
                                       Military Leave

Priority:     This policy is found in almost all employee handbooks.

Sample wording:


Leaves of absence without pay for military or reserve duty are granted to Full Time Regular and
Part Time Regular Employees. If you are called to active military duty or to Reserve or National
Guard training, or if you volunteer for the same, you should submit copies of your military orders
to your supervisor/manager as soon as is practical. You will be granted a military leave of
absence without pay for the period of military service, in accordance with applicable federal and
state laws. If you are in the Reserve or a member of the National Guard, you are granted time
off without pay for required military training. Your eligibility for re-instatement after your military
duty or training is completed is determined in accordance with applicable federal and state laws.




                                              - 53 -
                                Personal Leave
                              Full-time Employees

Priority:   This policy is found in almost all employee handbooks.

Sample wording:

   Leave of Absence – Personal Reasons – Personal leaves of absence of a personal nature
   are available only to employees who have completed one (1) year of continuous service with
   _________________________________ and only at the absolute discretion of
                     Bowling Center
   _________________________________. Reasons for such leaves must be provided in
                      Bowling Center
   detail to your supervisor / manager. Such leaves must be kept to an absolute minimum
   period and may not exceed a total of thirty (30) calendar days in any one year period. Such
   leaves may be granted at the convenience of _________________________ and only if
                                                           Bowling Center
   justified on the basis of ________________________ policies and work schedules.
                                     Bowling Center
   Reinstatement to employment following such a leave will be subject to the availability of
   position openings at that time. Personal leaves may not be initiated until unused, accrued
   vacation time has been exhausted.




                                          - 54 -
  12 - EMPLOYEE CONDUCT
   & DISCIPLINARY ACTION
                                           Page #


Attendance, Punctuality and Absenteeism      55
Alcohol, Drug and Substance Abuse Policy     56
        (Drug Free Workplace)
Appearance and Uniform Standards             57
           (or Dress Code)
Harassment / Sexual Harassment               58
Disciplinary Action                          59
      Causes for Discipline                60-61




                          - 55 -
               Attendance, Punctuality and Absenteeism
Priority:     These policies are found in almost all employee handbooks.

Sample wording:
                                                                        Bowling Center
You were hired to perform an important function as part of the _______________________
team. As with any group effort, it takes cooperation and commitment from everyone to operate
effectively. Therefore, your attendance and punctuality are very important. Absences cause a
slow-down in the work and added burdens for your fellow employees. Good attendance and
punctuality are expected and required from all employees, and are your personal responsibility.

You might add this to the above regarding Absenteeism
If you are unable to work because of illness or injury, notify your supervisor in sufficient time to
arrange for a replacement. An employee with more than ____ absences in a pay period that
cannot be supported by a medical personnel release will be terminated. Any employee that
leaves during their shift without permission from your supervisor or the manager on duty will be
considered absent. An employee that misses two consecutive scheduled shifts without
notifying the manager will have assumed to have voluntarily quit.

Alternate Wording
Employees who are unable to report to work or who will be late should notify their supervisor at
least 8 hours before the start of the shift that they will be late or absent for, unless the situation
makes it impossible to do so. This applies even if you have arranged with a co-worker to cover
your shift. Notification of less then 8 hours or excessive absenteeism may result in disciplinary
action.

If you feel that you are getting ill, and are not sure if you will be able to come in to work the next
day, you should notify your supervisor early enough that they may try to arrange to have a back
up in case you do need to be absent the following day due to illness.

Schedule Changes / Absences
If you must change your schedule for any reason, you will usually be allowed to do so.
However, you are responsible for speaking with your co-workers and securing a qualified and
trained person in your specific position. The change in schedule should not cause
unreasonable overtime (over 40 hours) for either you or your replacement. Once you have
worked out a proposed change in the schedule you must notify your supervisor of the change.
If you cannot work out a satisfactory change to cover your position you may not change your
schedule. Failure to follow this procedure may result in disciplinary action.

Tardiness – Sample Wording
Our business is service. The entire operation of this bowling center is service oriented. In
order to perform high quality service to the public our employees must be punctual and
reliable. Tardiness affects your co-workers and reflects badly on our bowling center as a
whole. Habitual tardiness is unacceptable. All employees are expected to report to work on
time and be ready to clock in for their scheduled shift according to the posted schedule. If an
employee is tardy more than three times in any pay period, this is grounds for disciplinary
action up to and including termination.


                                              - 56 -
              Alcohol, Drug and Substance Abuse Policy

Priority:     This policy is found in almost all employee handbooks.

Sample wording:

Because of the serious problems, risks and liabilities resulting from intoxication due to drugs,
alcohol or other substances, we feel that it is important for all employees to be aware and
informed of our policy on this subject:

“Manufacturing, bringing, selling, dispensing, distributing, possessing, consuming or using
intoxicating liquors, controlled substances, narcotic drugs, intoxicants or chemicals on Company
premises or vehicles; or reporting to work or being on the job while under the influence of
alcohol, drugs or intoxicants of any type is absolutely and strictly prohibited."
We have and intend to continuously and strongly enforce this policy at all times. Employees
who are found to have violated this policy will be subject to immediate discharge for cause.
Furthermore, when and where appropriate, __________________________________ may
                                                         Bowling Center

also involve appropriate law enforcement authorities in the investigation, enforcement and
prosecution of possible violations of law in this matter.

We will attempt to protect employees against arbitrary actions in the enforcement of the above
policy. In order to administer this policy fairly and objectively, employees who are suspected of
intoxication for any reason while on duty or prior to going on duty may be subject to a medical
examination and/or alcohol/drug screening tests, when in the judgment of management, such
action is warranted. Drug screening may also occur as part of a pre-employment physical
examination and, when warranted, in cases of serious, lost-time, work-related injuries or
accidents and for special post-rehabilitation programs. Such examinations and/or tests, when
requested, will be a condition of employment. The Company will pay drug-screening expenses.

Additionally, and for the protection of the Company, its employees and customers, all
employees should be aware of the fact that many proprietary, over-the-counter or prescription
drugs may cause sleep-inducing, tranquilizing or narcotic effects; therefore, employees who
take or anticipate taking any such drugs or substances while on duty are required to notify their
supervisor before doing so. Failure to do so may be cause for disciplinary action or dismissal.

This is a matter of major importance to each and every one of us and for this reason, your
fullest compliance and cooperation is requested.




                                            - 57 -
       Appearance and Uniform Standards (or Dress Code)
Description:             This policy governs the dress code for your center. It should cover every aspect of
                         appearance and should be very specific in content.

Priority:                This policy is found in almost all employee handbooks.

Sample Wording:                   Bowling Center
                         ________________________ bowling employees will maintain a professional appearance
                         at all times. This includes attire, grooming and personal hygiene.

Alternate Wording:      First impressions are important. The way customers judge a business, especially a
                        service- oriented business, is by its employees. Good grooming and appropriate clothing
                        can be among your most valuable assets. Good grooming implies neatness, cleanliness,
                        and attire that is appropriate for your position. If uniforms are provided they must be worn.
Following are suggestions for guidelines:

    Casual shirts are appropriate. T-shirts, sports jerseys or any shirt without a collar are not acceptable. Sweater or
    sweatshirts will be the only approved inclement weather garment.

    Casual pants are appropriate. Blue jeans, shorts or sweat suits are not acceptable.
    Thoughts.    If jeans are acceptable, you will want to cover certain things. You need to make sure the jeans are not overly
                faded, frayed or have holes in them. They should be neat and clean at all times.
    Shorts may be worn during certain times designated by management. No food services or mechanics may wear
    shorts.
    Thoughts:    If you allow shorts to be worn you need to give specific criteria.

    Skirts and dresses are acceptable for female employees.
    Thoughts. The actual hem length is at your discretion. Finding a balance between what is fashionable and
                what is not acceptable is the key.

    Standard business shoes are required.
    Thoughts.    If tennis shoes are acceptable, you need to qualify them. Tennis shoes come in a wide range of styles
                and colors. You must decide if anything other than predominantly white is acceptable. You need to specify
                that they must be in good condition and laced up.

    Hair. You must decide what restrictions you want. Requiring it is clean and neat covers most of the bases, but
    you may want to comment on extreme hair styles.

    Body piercing. If you chose to have restriction on piercing, this should be limited to ones that are visible.

    Tattoos. You must decide if tattoos are acceptable and what, if any, limitations you want to place on them. For
    example, you might not want to allow facial tattoos or tattoos that are offensive in nature.

    Personal hygiene. This might read as follows: “As bowling center employees interact daily with our customers,
    special attention should be given to your personal hygiene. Cleanliness and good grooming are essential.

    Uniform Standards wording:
                                     Approved Colors
    Center employees may wear ________________ slacks and the approved logo shirt. Denim is not acceptable.
           • Employees that are required to wear uniforms must wear the entire required uniform. The uniform
              must be neat, clean and pressed at all times.
           • Uniforms should have all buttons present.
           • Worn or damaged uniforms should be mended or replaced as necessary to maintain proper
              appearance.
           • It is the employees’ responsibility to ensure that their uniforms are clean and in good condition prior to
              reporting to work.
           • A nametag is a required part of the uniform and must be worn at all times while on duty. The
              exception to this is mechanics, which for safety reasons may use a name patch instead of a
              nametag.



                                                          - 58 -
                          Harassment / Sexual Harassment
Description:             You need to make it clear to all employees to show respect for other
                         employees which is key to the employment relationship.

Priority:                This policy is found in almost all employee handbooks.

Sample wording:

____________________ is committed to providing a work environment, which is free from discrimination. In
       Bowling Center
                                             Bowling Center
keeping with this commitment, ___________________________ maintains a strict policy prohibiting harassment for
reasons of race, color, religious belief, sex, national origin, sexual orientation age or handicap. This applies to all
employees, including non-supervisory, supervisory, managerial personnel and any other agents of the
____________________. Furthermore, it includes harassment in any form, including verbal, physical and visual
    Bowling Center
harassment.

Sexual harassment includes, but is not limited to, making unwanted sexual advances or requests for sexual favors
where either (1) submission to such conduct is made an explicit term or condition of employment; (2) submission to
or rejection of such conduct by an individual is used as the basis for employment decision affecting such an
individual; or, (3) such conduct has the purpose or effect of substantially interfering with an individual’s work
performance or creating an intimidating, hostile or offensive working environment.

Employees are encouraged to bring, without fear of reprisal, any form of harassment to management’s or the
Owner’s attention.

Employees who violate this policy will be subject to immediate disciplinary action up to and including dismissal.

Any employee who believes that he or she has been harassed by a co-worker, supervisor or agent of the company
should:
   1. Tell the alleged harasser that the behavior is offensive and unwelcome.
   2. Promptly report the facts of the incident or incidents and the names of the individuals involved to their
        immediate supervisor or, in the alternative, to a manager.
   3. If the immediate supervisor is the alleged harasser, the employee should talk with that person’s supervisor
        about the situation. If the employee is uncomfortable with approaching the alleged harasser’s supervisor,
        then report the alleged harassment to the Owner.
   4. Any management representative receiving such a complaint shall promptly conduct as discreet and
        thorough an investigation as practicable.
   5. The management representative shall immediately report any incident of sexual harassment to the Owner.
   6. Upon completion of the investigation, the Management Representative / Owner will determine the proper
        course of action. If an employee’s complaint is found to have merit, appropriate corrective action will be
        taken, commensurate with the seriousness of the particular offense, up to and including termination.
   7. Even if the allegations of harassment are found to be without merit, it is a violation of this Bowling Centers
        guideline to retaliate against an employee for having asserted a complaint under this guideline. Where
        retaliation is found, appropriate corrective action shall be taken, commensurate with the seriousness of the
        offense, up to and including termination.
   8. Information gathered during an investigation will be held in strict confidence. Members of management will
        investigate and discuss a claim of harassment only with those individuals who have a need to know about it
        or who are able to supply necessary background information. _____________________ recognizes that
                                                                              Bowling Center
        whether a particular action or incident is a purely social relationship or an act of harassment requires a
        factual determination. ______________________ also recognizes that false accusations of sexual
                                        Bowling Center
        harassment can have serious effects on innocent employees. We expect all employees of
        ______________________ to act responsibly to establish a professional working environment free of
                 Bowling Center
        harassment and discrimination.

If you have any questions concerning this policy, please feel free to contact your immediate supervisor at your
convenience.



                                                     - 59 -
                                     Disciplinary Action
Description: This is a very touchy policy. It is important to note that when you include a
             “Disciplinary Action” procedure in your handbook that you intend to follow it. You
             should consider making Disciplinary Procedures to be followed “suggestions”
             rather than “policy”.

Priority:      This policy is found in almost all employee handbooks.

Sample wording:

Disciplinary action will be taken when in the judgment of the supervisor / manager an employee has
committed an offense or violated a Company rule. With the exceptions of serious rule violations that
may result in immediate termination of employment, all other rule violations may result in a verbal or
written warning for the first infraction depending on the degree of seriousness. Second or third
violations within a twelve-month period may result in a written warning or final written warning or
discharge, again depending on the degree of seriousness. A fourth violation within a twelve-month
period may automatically result in an employee's termination. It must be understood that under
progressive discipline, employees need not violate the same rule repeatedly to warrant reprimands or
disciplinary action. If an employee's record is free from infractions or violations of rules for a consecutive
period of twelve months, such previous violations will not be used for disciplinary action against that
employee.

Disciplinary Procedures To Be Followed:
   1. When an employee is to be disciplined, the employee will be called into a private office or area to
        maintain the confidentiality of the matter.
   2. At the supervisor’s / manager’s discretion, minor rule violations that are first offenses may be
        issued as verbal warnings only.
   3. Second offenses or rule violations of a more serious nature may warrant written warnings and a
        copy of such warnings may normally be issued to the employee at the time of the warning. Third
        offenses may warrant final written warnings, which may also be issued to the employee at the
        time of the warning. Such warnings may include the date and nature of the violations(s) and the
        consequences of any further rule violations or infractions.
   4. Fourth offenses or rule violations of a serious nature may warrant termination of employment as
        discharge for misconduct or cause. When rule violations of a serious nature occur, the supervisor
        / manager may, at his/her discretion, have the authority to immediately suspend an employee
        and instruct the employee to clock out and immediately leave the premises, pending an
        investigation of the violation(s) and related circumstances. All discharge recommendations will
        require the final review and approval of the _____________________________________ to
                                                                    Owner / Manager
        protect employees against arbitrary actions.

Note: You can also write your policy without steps for Discipline.




                                                 - 60 -
                                  Causes for Discipline
Description: There is concern when you include a list of causes for discipline. Employees may
             get the impression that these are the only reasons that may be cause for
             discipline. The following sample list is only included to give you some ideas of
             “Causes for Discipline” found in other Bowling Center Handbooks.

Priority:      This policy is found in almost all employee handbooks.

Sample List of causes for discipline:

•   Not following the Company policy regarding absence or tardiness or excessive absence or tardiness.
•   Failure to conform to attendance and/or leave requirements.
•   Leaving the job or the regular working place during working hours for any reason without
    authorization from your supervisor, except for lunch, breaks and going to the restrooms.
•   Leaving work before the end of the shift or not being ready to work at the start of the shift, without
    permission from your supervisor.
•   Insubordination toward members of supervision (refusal to comply with instructions or intentional
    failure to perform assigned duties)
•   Immoral, disorderly or indecent conduct including the use of abusive, profane or threatening
    language.
•   Interfering with the work of other employees.
•   Engaging in acts of violence or threats of violence toward Management, fellow employees, or
    customers.
•   Fighting, horseplay or negligent damage of property.
•   Engaging in behavior designed to create discord and lack of harmony or willfully restricting work
    output or encouraging others to do the same.
•   Inefficiency or lack of application of effort on the job.
•   Contributing to unsanitary conditions or poor housekeeping.
•   Malicious gossip and/or the spreading of rumors.
•   Not performing the essential functions of the job.
•   Willful disregard for Company safety or security rules.
•   Being intoxicated or use of or possession of illegal drugs on company premises.
•   Lying about any reason for being tardy or absent from an assigned shift.
•   Falsification or misrepresentation on employment application, company forms, reports, personal
    absence records, illness, time cards or any other company records.
•   Engaging in acts of theft or sabotage.
•   Unauthorized soliciting for causes of any kind, or unauthorized collection of funds of any kind during
    working time.
•   Unauthorized use of Company equipment or property; using equipment for personal use or profit,
    without authorized permission.
•   Unauthorized distribution of written or printed material.
•   Conducting an unauthorized lottery or gambling on company premises.
•   Posting notices without approval, or removing or altering bulletin board information.
•   Spreading rumors, anti-company remarks or attitude.
•   Surly, belligerent, or discourteous attitude toward management, co-workers, or customers of the
    Company.
•   Verbal, written, and/or physical assaults.
•   Failure to maintain a neat and clean appearance, departure from accepted conventional modes of
    dress or personal grooming. Improper clothing, dangling jewelry, shorts, sandals, halters, etc.
•   Unauthorized removal of equipment or documents from the premises.
•   Unauthorized possession of firearms or explosives on company property or while on duty. Carrying
    any weapon.

                                                - 61 -
•   Time Clock abuse.
•   Working off the time clock.
•   Immoral or indecent language or conduct toward another employee. Telling racial type jokes or
    making racial slurs.
•   Failure to observe safety rules.
•   Any act of harassment including sexual harassment.
•   Leaving your work area at times without authorized permission.
•   Any form of dishonesty.
•   Use of daily deposit to replenish safe shortages.
•   Use of safe funds to replenish daily deposit shortages.
•   Sleeping or loafing while on the job.
•   Conviction of a felony or a misdemeanor that the company determines, in its sole discretion, would
    endanger others and/or damage the reputation of ______________________________.
                                                                        Bowling Center
•   Intentional destruction or damage to company property.
•   Release of confidential information regarding ______________________________, without prior
                                                                   Bowling Center
    approval.
•   Writing the Company a check that is returned for insufficient funds, closed account, or any similar
    reason.
•   Bribery and extortion (accepting or demanding indirectly favors, loans, or preferential treatment of
    any sort from organizations or individuals who have or seek to have a business relationship with the
    company).
•   Use of a company vehicle, at any time, for personal purposes, without prior approval.
•   Falsely stating or making claims of injury.
•   Receiving two or more wage garnishments of two or more separate debts.
•   Leaving your work area or the Company premises before the end of the shift without authorization of
    your manager / supervisor
•   Restricting production, work assignments or interfering with others in the performance of their
    assigned duties.
•   Abuse of Smoking Policy.
•   Littering of Company premises or adjacent properties.
•   Engaging in immoral or indecent conduct.
•   Entering Company premises or remaining on the premises while not on duty or not scheduled for
    work.
•   Using Company telephones or equipment for personal calls or conducting personal business during
    working hours without specific permission from your manager / supervisor.
•   Soliciting for any purpose during working time or distributing literature for any purpose during
    working time or in working areas.

The foregoing are not intended to be all inclusive of the required discipline, proper standards of conduct
or obligations, which employees are expected to observe at all times.




                                                - 62 -
   13 - OPTIONAL POLICIES
        AND PRACTICES
                                               Page #
Building Maintenance                            63
Company Bulletin Boards                         64
Company Property                                65
Conduct                                         66
Customer Complaints                             67
Employee Achievement Awards                     68
Employee Child/Children at Work                 69
Employment of Relatives                         70
Exit Interviews                                 71
Illegal Activity                                72
Internal Job Posting                            73
Leave of Absence – Medical                      74
Management Relationships with Employees         75
Maternity Leave                                 76
New Employee Packets                            77
Open Door Policy / Problem Solving Procedure    78
OSHA                                            79
Reinstatement - Re-employment                   80
Suggestions / Suggestion Box                    81
Unscheduled Closings / Inclement Weather        82



                         - 63 -
                                Building Maintenance

Optional:            This is a policy that may or may not have a value to you.

Sample wording:

A clean facility is vital to our business. If you notice an area that needs attention, report it to the
appropriate person, or take care of it yourself. Cleanliness is everyone’s job.




                                              - 64 -
                          Company Bulletin Boards

Optional:          This is a policy that may or may not have a value to you.

Sample wording:

The Company’s bulletin boards are used to post information required by law and to
communicate company announcements and information to employees. Employees are
encouraged to check them regularly. All items posted must be approved, posted and monitored
by the Manager / Owner.




                                          - 65 -
                                 Company Property

Optional:           This is a policy that may or may not have a value to you.

Sample wording:

In the event that you expect to have to remove any material or property from the Company
premises, you must request authorization from your supervisor / manager. In the event that you
do not have such authorization for any such parcel, you must be willing to reveal the contents of
parcels, lunch boxes, purses, clothing or other personal items immediately upon the request of
management, as a condition of employment. Failure to do so may result in disciplinary action or
discharge.

You are requested not to bring or carry personal valuables or large sums of money to work.
_______________________________ cannot assume responsibility for loss of employees’
          Bowling Center
money or personal property.

Additionally, for the protection of the Company and its personnel, employees should be aware
that certain Company property remains within the Company’s control at all times and may be
searched for any reason with or without an employee’s presence, consent or knowledge. Such
property will include lockers, desks, computers, e-mail, telephone voice mail, Company vehicles
and other such Company property. Furthermore, if management has a reasonable suspicion
that an employee has in his or her possession unlawful drugs, alcohol, objects associated with
ingestion of illegal substances, contraband, property of questionable or unauthorized
possession, weapons, explosives or any items which in the judgment of management may
constitute a threat or possible damage to person or property, management may subject the
employee to a search of his or her clothing and/or possessions, including an employee’s
automobile when parked on Company property. An employee’s failure or refusal to submit to
such a search may be grounds for discipline up to and including immediate termination of
employment.




                                           - 66 -
                                          Conduct

Optional:           This is a policy that may or may not have a value to you.

Sample wording:

Good customer service is our number one priority with the Company. Please keep in mind that
each employee’s positive and professional conduct is so very important in providing good
customer service. Differences of opinion or misunderstandings can put a strain on goodwill
among customers and co-workers. Therefore, we expect our employees to conduct themselves
in a manner which supports the best interest of themselves, other employees, our customers,
and the Company. Should this situation arise, you are encouraged to discuss it with your
supervisor or ___________________.
                 Owner / Manager


Should an incident occur where an employee acts in a manner contrary to the above mentioned
best interests, appropriate disciplinary measures will result. The extent of discipline (up to and
including termination) will be determined by the Company based on the severity of the situation.




                                            - 67 -
                              Customer Complaints

Optional:           This is a policy that may or may not have a value to you.

Sample wording:

Always respond to complaints with concern, and do whatever possible to correct the problem.
Always notify the manager on duty of any problem no matter how small. If a customer leaves
here thinking you did everything possible to help them, chances are they will come back. If the
manager is not on duty, leave a note for them detailing the problem, what you did to handle the
situation and the customer’s name and phone number.




                                           - 68 -
                     Employee Achievement Awards

Optional:          This is a policy that may or may not have a value to you.

Sample wording:

All employees are eligible for various achievement awards that recognize outstanding
performance as well as service to _________________________. For details on these
                                            Bowling Center
programs contact your supervisor / manager.




                                          - 69 -
                     Employee Child/Children at Work

Optional:           This is a policy that may or may not have a value to you.

Sample wording:

   Due to safety reasons and concern on the company’s part, employees are not to bring their
   children to work with them during their scheduled work shifts. An employee’s minor child
   (under the age of 16) should not be permitted in the center without proper adult supervision
   other than the employee while on duty.




                                           - 70 -
                            Employment of Relatives

Optional:           This is a policy that may or may not have a value to you.

Sample wording:

                 Bowling Center
_________________________________ recognizes the sensitive nature of having family
members employed in the same location or department. In order to avoid favoritism or the
perception of favoritism among employees, which could result in conflicts of interest and/or low
productivity in the workforce, __________________________________________ does not
                                           Bowling Center
permit the employment of relatives in a supervisory role within the same department. We
discourage the employment of relatives in the chain of command and prohibit it in a direct
reporting relationship. We will make every effort to find employment of such relatives in other
departments.




                                            - 71 -
                                   Exit Interviews

Optional:          This is a policy that may or may not have a value to you.

Sample wording:

In the event that any person chooses to leave the employ of the Company for whatever reason,
that person may request an exit interview with their supervisor / manager.




                                          - 72 -
                                      Illegal Activity

Optional:           This is a policy that may or may not have a value to you.

Sample wording:

If you observe anyone acting suspicious or engaging in illegal activity, immediately notify the
manager on duty. If there is a uniformed police officer on duty, contact them otherwise call the
police.




                                            - 73 -
                                Internal Job Posting

Optional:           This is a policy that may or may not have a value to you.

Sample wording:

______________________________________ encourages the development and promotion
             Bowling Center
of employees within the company. Vacancies may be posted on the Bulletin Board or on our
website. If you are interested in applying for another position within the Bowling Center,
complete an application or contact your Supervisor / Manager.


Alternate Wording:

The Company maintains a job posting system. If an employee is interested in changing jobs,
the employee should notify their manager or supervisor.

People skills, technical knowledge, quality of work, attendance and personnel file information
will be considered in determining the best candidate for the posted position.

It may be necessary for certain positions to secure external candidates in addition to internally
posting the position.




                                           - 74 -
                                 Leave of Absence
                                     Medical

Optional:           This is a policy that may or may not have a value to you.

Sample wording:

   Leave of Absence – Medical – A Medical leave of absence may be granted if you have a
   bonafide illness or disability (work or non-work related) which prevents you from working for
   a continuous period of more than ten (10) working days. Non-work related medical leaves
   are normally limited to thirty (30) days each and may be extended only with the
   understanding that reinstatement at the end of the leave period will be subject to the
   availability of position openings. _______________________________ may require a
                                                 Bowling Center

   physician’s statement prior to granting any medical leave. Total time off for any medical
   leave, including extensions, may normally not exceed 120 days. (Note: prolonged, chronic
   or excessive absenteeism for any reason may be cause for disciplinary action or termination
   of employment.) Employees, who have been granted medical leaves, whether personal or
   work-related, must report to or call their supervisor / manager once each week, to inform
   management of their medical status. Failure to report weekly will result in dismissal.
   _______________________________will normally require a doctor’s statement of evidence
                    Bowling Center
   of good health and authorization to return to work prior to returning from medical or
   pregnancy leave of absence.




                                           - 75 -
            Management Relationships with Employees

Optional:          This is a policy that may or may not have a value to you.

Sample wording:

___________________________ prohibits managers and subordinates that are personally
         Bowling Center
involved from being in direct reporting relationship or chain of command.

In order to avoid favoritism or the perception of favoritism among employees,
____________________________ does not permit members of management to date or
           Bowling Center
become personally involved with employees in the same bowling center or same job function.
For purpose of this guideline, a member of management is defined as any person that manages
or supervises (directly or indirectly) the work of others.




                                          - 76 -
                                   Maternity Leave

Optional:           This is a policy that may or may not have a value to you.

Sample wording:

   Leave of Absence – Pregnancy – Female employees may obtain a leave of absence without
   pay for a disability caused by pregnancy, childbirth or related medical conditions. An
   employee who is pregnant will be permitted to work in her present classification during her
   period of pregnancy as long as she meets the following criteria: She must be capable of
   performing the normal duties of her position in an effective manner and she must provide
   her supervisor / manager with a medical statement from her physician indicating (1) the
   estimated date of delivery, (2) The date her physician established for her to discontinue work
   and (3) any restrictions with regard to the employee’s work that the physician may
   recommend. The employee may continue to work until the leave commencement date
   established by her physician. If, for any reason, the employee is unable to maintain the
   regular duties of her job, the company will explore, under reasonable accommodation,
   reassignment to a temporary, appropriate and alternative job assignment (and pay rate), if
   available, for the employee.




                                           - 77 -
                            New Employee Packets

Optional:          This is a policy that may or may not have a value to you.

Sample wording:

New employees must complete ALL paperwork on the first day of work. This includes all
information sheets found in the new employee packet. Restaurant employees must have a
food service permit from the county Health Department. An instruction sheet on how to obtain
the permit is available from your supervisor / manager.




                                          - 78 -
                    Open Door Policy (Problem Solving)
Description:         This policy is commonly referred to as “Open Door Policy” or “Problem
                     Solving Procedure”. It gives your employees a way to resolve internal
                     conflict or situations before they get out of hand.

Optional:            This is a policy that may or may not have a value to you.

Sample wording:

_________________________ hopes all employees share a feeling of pride in this bowling
         Bowling Center
center and that the spirit of cooperation and enthusiasm will be apparent in all relations.
However, just as in any other organization, there may be times when an employee has a
problem or an honest difference of opinion that needs to be resolved. It is the employee’s
responsibility to report any problems or concerns to management.
____________________________ Open Door Policy allows any employee to communicate his
                  Bowling Center
or her opinions, feelings and concerns. It is designed to ensure every employee fair, impartial
and equitable treatment in the resolution of job-related problems. As a part of the open door
policy, employees are encouraged to use the following procedure:
            a) First, talk to the immediate manager who is usually the closest to the issue and is
                 in the best position to resolve any problems. If the problem is not resolved, or the
                 employee is not satisfied;
            b) Arrange a meeting to talk with the manager’s supervisor. If the employee is still
                 not satisfied;
            c) Arrange a meeting with the next level manager in the chain of command.
            d) Should the employee still need to discuss the problem further, feel free to contact
                 _____________________________.
                               Owner / Manager


Although we encourage each employee to follow the above procedure, if an employee is
uncomfortable talking to his or her manager or if the manager is part of the problem, the
employee may talk to the next level of management or to _____________________________
                                                                 Owner / Manager
for assistance in resolving the issue.

The Open Door Policy is designed so that complaints or issues can be resolved consistently,
quickly and in an atmosphere of open communication. Any employee who elects to use this
procedure will be treated courteously and the problem will be handled confidentially. This policy
is intended to supplement, not replace any other policy that might pertain to the problem or
issue.


Alternate Wording:


It is our hope that you will not have problems arising from your employment at the Company,
but misunderstandings do sometimes occur. We want to correct these misunderstandings as
soon as possible. To accomplish this, we ask that you promptly inform us of problems or
concerns that may arise. Please feel free to discuss the problem with your supervisor or
manager.




                                             - 79 -
                                          OSHA
Description: OSHA is something that you cannot cover adequately enough in your employee
             handbook. Besides federal regulations, many states have initiated stricter
             regulations than the federal. Compliance with the OSHA regulations in your
             state is mandatory. Your Insurance Agent is sometimes your best resource for
      OSHA compliance.

Optional:     This is a policy that may or may not have a value to you.




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                      Reinstatement / Re-employment
Description: This policy gives employees a clear understanding of how their employment with
             your Bowling Center is viewed should they terminate employment then return
             within your established time frame. This will apply if your Bowling Center offers
             benefits for tenure with your company.

Optional:      This policy is not commonly found in employee handbooks unless there are
               specific benefits for establishing tenure with your Bowling Center.

Sample wording:

_____________________________________ recognizes previous employment with
                    Bowling Center
__________________________. If a terminated full-time employee returns to work within 90
        Bowling Center
days of termination, ___________________________ will acknowledge the previous
                               Bowling Center
employment and treat the prior time as continuous service for the purpose of determining the
employee’s tenure with _____________________________________.
                                              Bowling Center




                                           - 81 -
                      Suggestions / Suggestion Box

Optional:          This is a policy that may or may not have a value to you.

Sample wording:

The exchange of ideas within the company is considered by management to be an asset and is
strongly encouraged.

Each employee’s thoughts concerning ways of increasing productivity, improving quality of our
work products and projects, reducing expenses, improving safety and other related manners are
solicited to aid in the growth and future development of the Company. If an employee has a
suggestion, he or she should pass it on to his or her supervisor / manager.




                                          - 82 -
             Unscheduled Closings / Inclement Weather
Description: This policy is widely used in parts of the country where Snow, Earthquakes,
             Tornado’s or Hurricane’s create conditions when employees cannot safely
             commute to and from work. That pretty much covers the entire country.

Optional:           This is a policy that may or may not have a value to you.

Sample wording:

On any day the bowling center is open, each employee is expected to make every effort to
report to work. If the weather is so severe that a decision is made to close or delay opening,
employees will be notified through _________________________________.
                                          This is usually a school district


Alternate Wording

At times, emergencies such as severe weather, fires, power failures, or other threats to the
safety of employees can disrupt company operations. In extreme cases, these circumstances
may require the closing of the workplace, at the discretion of Center management.

When operations are officially closed due to emergency conditions, the time off from scheduled
work will be paid. Pay for time off due to emergency closings will be calculated on the
employee's base pay rate times the number of hours the employee would otherwise have
worked on the day of the absence.

Under emergency conditions where closing of the workplace is not authorized by Center
management, employees who fail to report for work will not be paid for the time off.




                                            - 83 -
                                                Reference Guide
Many States have specific employment laws. The following is a list of often overlooked employment laws that you
should research before writing your employee manual. This list is not meant to assume that every circumstance
has been covered. When in doubt, consult an attorney and research your state laws on the internet.

     Leave Laws, By State
     Bone Marrow/Organ Donor Leave
     Disaster Service/Volunteer Firefighting Leave
     Family/Parental/Adoption Leave Laws
     Jury/Witness Duty Leave
     School Visitation Leave
     Voting Leave laws

     Other Employment Rules, By State
     Child Labor: Hours of Work/Meal and Rest Periods
     Child Labor: Prohibited/Permissible Occupations
     Child Labor: Work Permit/Certificate Requirements
     Days/Hours of Rest Laws
     Drug Testing Laws
     Employee Access to Personnel Files
     Hours of Work
     Layoff Laws
     Meal/Rest Period Requirements
     Minimum/Prevailing Wage
     New Hire Reporting
     Payment Upon Termination
     Wage Deduction Law
     Wage Payment Law
     Wage Statements

     Compliance Issues
     • Age Discrimination in Employment Act of 1967
     • Americans with Disabilities Act of 1990
     • Compliance Calendar
     • Consolidated Omnibus Benefits Reconciliation Act (COBRA) of 1986
     • Consumer Credit Protection Act of 1968
     • Employee Polygraph Protection Act of 1988
     • Employee Retirement Income Security Act (ERISA) of 1974
     • Equal Pay Act of 1963
     • Executive Order 11246 of 1965
     • Fair Credit Reporting Act of 1969
     • Fair Labor Standards Act of 1938
     • Family and Medical Leave Act Decision Tree
     • Family and Medical Leave Act of 1993
     • Federal Labor Laws by Number of Employees
     • Federal Posting Requirements
     • Federal Reporting Requirements
     • Health Insurance Portability and Accountability Act (HIPAA) of 1996
     • Immigration Reform and Control Act of 1986
     • Mental Health Parity Act of 1996
     • Minimum Wage History Chart
     • National Labor Relations Act of 1947
     • Newborns' and Mothers' Health Protection Act of 1996
     • Occupational Safety and Health Act of 1970
     • OSHA Recordkeeping
     • Personnel Files
     • Reporting & Disclosure Guide for Employee Benefit Plans
     • Sarbanes-Oxley Act of 2002
     • Sexual Harassment
     • Title VII of the Civil Rights Act of 1964
     • Uniform Guidelines on Employee Selection Procedures of 1978
     • Uniformed Services Employment and Reemployment Rights Act of 1994
     • Worker Adjustment and Retraining Notification Act of 1988



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