Welcome to the Angel Fire Resort Team_

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Welcome to the Angel Fire Resort Team_ Powered By Docstoc
					                    Welcome to the Angel Fire Resort Team!




Our goal is to build a great team of people that enjoy their jobs as well as the many wonderful
activities the resort has to offer. Whether your passion is skiing, snowboarding, golfing, hiking,
fishing, mountain biking, or just relaxing in the beautiful Moreno Valley, you’ll find a home in
Angel Fire.

We know that happy employees make for happy guests. Around here our work force and
Customer Service are our top priorities.

We appreciate the uniqueness and variety of skills that each of you brings to the team. It takes a
shared commitment from every department to make the resort run efficiently and enable us to
provide the best customer service to our guests. If one piece of the puzzle is missing we would
be incomplete.

We want each of you to be proud of your team and department but we also want you to
understand you are part of a bigger picture. It is through our shared appreciation of our co-
workers, management, members and guests that we accomplish great things and continue to raise
the bar.

This handbook was developed to describe some of the expectations of our valued team members,
including guidelines for conduct, Angel Fire Resort policies and programs and the benefits
available to you. Please familiarize yourself with the contents of the handbook as soon as
possible. You will find this a valuable resource during your career with Angel Fire Resort.
Please understand the handbook is not a contract of employment.

We hope that your experience here will be challenging, enjoyable, rewarding and FUN!


-Angel Fire Resort Management-




                                                                                                     1
                                     Table of Contents
History of Angel Fire Resort ………………………………………………………….5
Create Guests for Life         ……………………………………………………….…6
About Your Handbook            ……………………………………………………….…7
Safety
   Training / Communication Program ………………………………………………………8
   Reports and Concerns        ……………………………………………………………….8
   Accident Reporting …………………………………………………………………….….8
   Expectations          ………………………………………………………………………..8
   On the Job Accidents        ……………………………………………………………….9
   On the Job Injuries ………………………………………………………………………..9
   Workers Comp Insurance      ……………………………………………………………….9
   Ski / Snowboard Down Policy         ………………………………………………………9
   Off The Job Injuries ………………………………………………………………………..9
   Return to Work Program      ……………………………………………………………….10
   Workplace Violence Prevention       ………………………………………………………10
   Drug and Alcohol Use        ……………………………………………………………….11
   Sexual and Other Unlawful Harassment    ……………………………………………...11
   Reporting Harassment        ……………………………………………………………….12
   Employee Events and Parties         ………………………………………………………12

Employment
   Nature of Employment        ……………………………………………………………….13
   Equal Employment Opportunity        ………………………………………………………13
   Business Ethics and Conduct         ………………………………………………………13
   Employment Categories       ……………………………………………………………….14
   Personnel Data Changes      ……………………………………………………………….14
   Job Descriptions      ………………………………………………………………………..14
   Employee Conduct and Work Rules ………………………………………………………15
   Attendance and Punctuality ……………………………………………………………….16
   Personal Appearance         ……………………………………………………………….16
   Uniforms   ………………………………………………………………………………...17
   Return of Resort Property   ……………………………………………………………….17
   Hiring or Supervising Relatives     ………………………………………………………17

                                                                    2
  Personal Relationships in the Workplace   …………………………………….………..18
Guest Service and Communications
  Guest Relations     …………………………………………………………….………….19
  Customer Service Training …………………………………………………….…………19
  Guest Complaints ……………………………………………………….……………….19
  Employee Relations ……………………………………………………….……………….19
  Communicating with your Supervisor        …………………………….………………..20
  Workplace Etiquette        …………………………………………….…………………20
  Use of telephones   …………………………………………………….………………….20
  Computer and E-mail Usage ………………………………………….……………………21
  Internet Usage      ………………………………………………….………………….…21
  Media/Communication        ……………………………………….………………………22
  Social Media Policy ……………………………………………….……………………….23
Benefits
  Child Care Benefits ……………………………………………….……………………….25
  Benefits Continuation (COBRA)      …………………………….………………………...25
  Educational Assistance     ………………………………….……………………………26
  Paid Time Off (PTO)        ………………………………….……………………………26
  Leaves of Absence ………………………………………………………………………..28
  Bereavement Leave ………………………………………………………………………..32
  Health Insurance    …………………………………………….………………………….32
  Life Insurance      …………………………………………….………………………….32
  Long-Term Disability       ………………………………….…………………………....33
  401(k) Savings Plan ………………………………………….…………………………….33
  Employee Assistance Program        ………………………….…………………………...33
  Flexible Spending Account (FSA)    ………………………….…………………………...34
  Other Employee Benefits    ……………………………………….………………………35
     Winter and Summer Chairlift Pass       ……………………….……………………..35
     Meals ………………………………………………………….……………………..35
     Retail Shop      ……………………………………………….……………………….35
     Ski, Snowboard, and Mountain Bike Rental Shop      …….………………………32
     Ski and Snowboard School………………………………….…...…………………….36
     Resort Lodging ……………………………………………….……………………….36
     Payment of Membership Assessments      …………………….………………………..36
     Membership Dues/Employee Defendant Benefit Limitation   ………….………...37
                                                                             3
      Insurance for Seasonal Employees                ……………………………….……………..37
      Golf Course     ………………………………………………………….….…………37
      Monte Verde Lake        …………………………………….……………………...….37
Payroll
  Timekeeping         …………………………………………………………….…………..38
  Paydays     …………………………………………………………………………………38
  Pay Advances        ………………………………………………………………………...38
  Administrative Pay Corrections          ……………………………………………………….38
  Pay Deductions and Setoffs ………………………………………….…………………….39
  Overtime    …………………………………………………………………………………39

Other
  Trash       …………………………………………………………………………………40
  Line Courtesy       ………………………………………………………………………...40
  Exit Interviews     ………………………………………………………………………...40
  Immigration Law Compliance              ……………………………………………………….40
  Conflicts of Interest ………………………………………………………………………...40
  Outside Employment          ………………………………………………………………..42
  Access to Personnel Files   ………………………………………………………………..43
  Fraud Policy        ………………………………………………………………………...43
  Time Off to Vote    ………………………………………………………………………...43
  Jury Duty …………………………………………………………………………………44
  Smoking     …………………………………………………………………………………44
  Use of Equipment and Vehicles           ……………………………………………………….44
  Eligible Drivers for Resort Owned Vehicles ………………………………………………45
  Business Travel Expenses    ………………………………………………………………..45
  Workplace Monitoring        ............................................................................................…..46
  Security Inspections ………………………………………………………………………...46
  Suggestion Program………………………………………………………………………...47
  Lost and Found Articles     ………………………………………………………………..47
  Creating Guests for Life    ………………………………………………………………..48




                                                                                                                                  4
History of Angel Fire Resort


In the 1700’s the nomadic Moache Ute Indians came to the Moreno Valley and saw the
fiery skies above Agua Fria Peak and took it as a blessing on their rituals, an Omen
from the “Great Spirit”. When a fire threatened to destroy the forest the Ute prayed for
rain and the rain came. Thereafter, the Indians called the intervention “Angel’s Fire”. In
the 1860’s, famed scout Kit Carson, then a resident of Cimarron and an agent of the
Utes, witnessed an unusual effect at dawn and dusk, especially in the fall and winter
months. He accredited it to sunlight and striking frost on the branches of the trees and
noted that the early residents of Cimarron and Taos commonly referred to Agua Fria
Peak as “Angel Fire”.


By 1870, more than 7,000 frontiersmen had moved to the Moreno Valley in search of
gold. The Moreno County became the most productive gold mining district in New
                                    Mexico, yielding over 6 million dollars in gold
                                    between 1866 and 1907. With the influx of
                                    wealth from mining came the notorious
                                    desperados of the time. Jesse James, Black
                                    Jack Ketchum and the likes were known to
                                    frequent the area and on more than one
                                    occasion were blamed for local robberies and
                                    murders. Desperados and priests, gamblers and
                                    visionaries have all staked their claim in the
                                    Moreno Valley, of which Angel Fire is the
                                    legendary crown jewel.


In the 1950’s, 22.600 acres of the historic Moreno Valley
were acquired by the LeBus family of Wichita Falls, Texas.
After a trip to Vail Ski Resort in Colorado, the family decided
to turn years of ranching in to a future of skiing and golfing.
Roy and G.F. LeBus laid the foundation for Angel Fire in
1954 and the resort opened for skiing in the winter of 1966.
Angel Fire opened with only part of the mountains lift
system in place and lift operations were augmented with the
use of Thiokol Sprite Snowcats equipped with benches to
transport skiers. The season ended with only 750 paid skier
visits, but the groundwork had been laid for a resort that
was to become one of the largest in New Mexico. In 1972
the Arizona Land and Cattle Company purchased the resort
and developed the County Club facilities, expanding the ski
area and built numerous condominium projects. All of Angel
Fire, including homes, ski basin, country club and other
recreation facilities, have been planned with the idea of
preserving the natural beauty of this historic land.
                                                                                        5
                              Angel Fire Resort
                            Create Guests for Life



                                  OUR SHARED VISION

       The foundation of Angel Fire Resort's guest service is based upon creating
"GUESTS FOR LIFE." We accomplish this by providing enthusiastic, quality service in a year-
                        round recreational alpine resort setting.




                                         VALUES:

Angel Fire Resort realizes that in order to accomplish our company goal of Guests for Life we
must all work from the same value base. The link to satisfied Guests is satisfied employees.
  We want you to have fun while working professionally. We are committed to providing a
                          enjoyable, motivating and safe workplace.




                                                                                                6
                       About Your Handbook



              SCOPE and PURPOSE of the EMPLOYEE HANDBOOK


This handbook is designed to acquaint you with Angel Fire Resort and provide you with
information about working conditions, employee benefits, and some of the policies
affecting your employment. You should read and understand all provisions of the
handbook. It describes many of your responsibilities as an employee and outlines the
programs developed by Angel Fire Resort to benefit employees. One of our objectives
is to provide a work environment that is conducive to both personal and professional
growth.

No employee handbook can anticipate every circumstance or question about policy. As
Angel Fire Resort continues to grow, the need may arise and Angel Fire Resort
reserves the right to revise, supplement, or rescind any policies or portion of the
handbook from time to time as it deems appropriate, in its sole and absolute discretion.
The only exception to any changes is our employment-at-will policy permitting you or
Angel Fire Resort to end our relationship for any reason at any time. Employees will be
notified of any changes to the handbook as they occur.




                                                                                      7
                                          SAFETY
To assist in providing a safe and healthful work environment for employees, customers, and visitors,
Angel Fire Resort has established a workplace safety program. Safety is everyone's responsibility.
This program is a top priority for Angel Fire Resort. The Risk Management Office has responsibility
for implementing, administering, monitoring, and evaluating the safety program. Its success depends
on the alertness and personal commitment of all.

Training / Communication Program
Angel Fire Resort provides information to employees about workplace safety and health issues
through regular internal communication channels such as supervisor-employee meetings, bulletin
board postings, memos, or other written communications. A safety advisory group has been
established to assist in these activities and to facilitate effective communication between employees
and management about workplace safety and health issues.

Employees and supervisors receive periodic workplace safety training. The training covers potential
safety and health hazards and safe work practices and procedures to eliminate or minimize hazards. If
you feel that you have not received adequate training, contact your supervisor or Risk Management
as soon as possible. If you are unsure how to safely perform a task, ask questions rather than
guessing.

Reports and Concerns
Some of the best safety improvement ideas come from employees. Those with ideas, concerns, or
suggestions for improved safety in the workplace are encouraged to raise them with their supervisor,
or with another supervisor or manager, or bring them to the attention of a member of the safety
advisory group. Reports and concerns about workplace safety issues may be made anonymously if
the employee wishes. All reports can be made without fear of reprisal.

Accident Reporting
If a guest reports an accident, injury, or close call contact Risk Management. Incident forms / witness
statements should be filled out by any employee that witnesses an accident.

Expectations
Each employee is expected to obey safety rules and to exercise caution in all work activities.
Employees must immediately report any unsafe condition to the appropriate 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 should immediately notify the Risk Management Office or the appropriate supervisor.
Such reports are necessary to comply with laws and initiate insurance and workers' compensation
benefits procedures.




                                                                                                     8
On the Job Accidents
Angel Fire Resort requires you to immediately notify your supervisor of any on the job accident. This
notification must be made in writing. Notice of Accident forms are available at all time clocks, from
your supervisor, from HR, or from Risk Management. Use this form to report any on the job
accident, whether there is an obvious injury or not. Your supervisor should sign the Notice of
Accident form to acknowledge that the accident was reported. Keep one copy of the form and give
your supervisor the other copy to submit to Risk Management.

On the Job Injuries
All on the job injuries, even minor ones, must be reported immediately to your supervisor and Risk
Management. If you are injured on the job:
      • If you need immediate medical care, go to the nearest first aid station and or proceed to the
           nearest emergency care facility. Angel Fire Resort, as your employer, has chosen to
           exercise its right to make the first designation of healthcare provider for all work injuries.
           Therefore, during ski season, if you need non-emergent care, you should to go to Ultimed.
           Posters are provided at the time clocks with address and phone numbers for this facility. If
           you are injured and have any questions about where to go, you should call the Work Comp
           insurance adjuster at FISIF (800-288-0893)
      • Contact Risk Management or your manager immediately after a work injury to complete
           necessary paperwork and to complete a drug screen. A drug test is required immediately
           after all work injuries.
      • Regardless of the severity of your injury, Angel Fire Resort will try to provide modified
           work immediately for you during the recovery period. You must bring the doctors Work
           Release form, specifying necessary work restrictions, to Risk Management following each
           medical appointment so that work assignments can be made.

Workers' Compensation Insurance
Angel Fire Resort provides the statutory coverage for work injuries. Whether or not a work injury is
covered is determined by the insurance carrier, FISIF, based on the law and the circumstances of
your injury.

Neither Angel Fire Resort nor the insurance carrier will be liable for the payment of workers'
compensation benefits for injuries that occur during an employee's voluntary participation in any off-
duty recreational, social, or athletic activity sponsored by Angel Fire Resort.

Ski / Snowboard To and From the Job Site
Certain departments implement a policy to designate the preferred routes for getting to your job and
returning from your workstation to the base area. These routes may include ski runs, chairlifts, or
motorized transportation. Disregard of this policy constitutes a violation of a safety rule.

Off the Job Injuries
Should you sustain a non-work related injury you should let your supervisor know as soon as
possible. In order for you to return to work, your treating physician needs to provide you with a
Return to Work document that clearly states any restrictions.


                                                                                                       9
Return to Work Program
Angel Fire Resort will make a reasonable effort to return you to work, if available, as soon as
possible. This work may be full or part time and may not be in your regular department. Your
temporary alternate work assignment is based on restrictions set by your healthcare provider, such as
light or modified duty and will be in effect for the duration of the recovery period or until the
position is no longer available.

Workplace Violence Prevention
Angel Fire Resort is committed to preventing workplace violence and to maintaining a safe work
environment. Given the increasing violence in society in general, Angel Fire Resort has adopted the
following guidelines to deal with intimidation, harassment, or other threats of (or actual) violence
that may occur during business hours or on its premises.

All employees, including supervisors and temporary employees, should be treated with courtesy and
respect at all times. Employees are expected to refrain from fighting, "horseplay," or other conduct
that may be dangerous to others. Firearms, weapons, knives, and other dangerous or hazardous
devices or substances are prohibited from the premises of Angel Fire Resort without proper
authorization.

Conduct that threatens, intimidates, or coerces another employee, a customer, or a member of the
public at any time, including off-duty periods, will not be tolerated. This prohibition includes all acts
of harassment, including harassment that is based on an individual's sex, race, age, or any
characteristic protected by federal, state, or local law.

All threats of (or actual) violence, both direct and indirect, should be reported as soon as possible to
your immediate supervisor or any other member of management. This includes threats by employees,
as well as threats by customers, vendors, solicitors, or other members of the public. When reporting a
threat of violence, you should be as specific and detailed as possible.

All suspicious individuals or activities should also be reported as soon as possible to a supervisor. Do
not place yourself in peril. If you see or hear a commotion or disturbance near your work station, do
not try to intercede or see what is happening.

Angel Fire Resort will promptly and thoroughly investigate all reports of threats of (or actual)
violence and of suspicious individuals or activities. The identity of the individual making a report
will be protected as much as is practical. In order to maintain workplace safety and the integrity of its
investigation, Angel Fire Resort may suspend employees, either with or without pay, pending
investigation.

Anyone determined to be responsible for threats of (or actual) violence or other conduct that is in
violation of these guidelines will be subject to prompt disciplinary action up to and including
termination of employment.

Angel Fire Resort encourages employees to bring their disputes or differences with other employees
to the attention of their supervisors or the Risk Management before the situation escalates into
potential violence. Angel Fire Resort is eager to assist in the resolution of employee disputes, and
will not discipline employees for raising such concerns.


                                                                                                      10
Drug and Alcohol Use
Angel Fire Resort is committed to providing a safe work environment and to fostering the well-being
and health of its employees. That commitment is jeopardized when any Angel Fire Resort employee
comes to work under the influence of illegal drugs or alcohol. Abuse of alcohol, drugs and/or
controlled substances impairs employee judgment, resulting in increased safety risks, injuries and
faulty decision-making. To help ensure a safe and healthful working environment, job applicants and
employees may be asked to provide body substance samples (such as urine and/or saliva) to
determine the illicit or illegal use of drugs and alcohol. Refusal to submit to drug testing may result
in disciplinary action, up to and including termination of employment.

Copies of the drug testing policy will be provided to all employees. Employees will be asked to sign
an acknowledgement form indicating that they have received a copy of the drug testing policy.
Questions concerning this policy or its administration should be directed to the Human Resources
Director.

Sexual and Other Unlawful Harassment
Angel Fire Resort is committed to providing a work environment that is free from all forms of
discrimination and conduct that may be considered harassing, coercive, or disruptive, including
sexual harassment. Actions, words, jokes, or comments based on an individual's sex, race, color,
national origin, age, religion, disability, sexual orientation, or any other legally protected
characteristic will not be tolerated. Angel Fire Resort provides ongoing training to ensure you the
opportunity to work in an environment free of sexual and other unlawful harassment.

Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a
sexual nature. This definition includes many forms of offensive behavior and includes gender-based
harassment of a person of the same sex as the harasser. The following is a partial list of sexual
harassment examples:

   •   Unwanted sexual advances.
   •   Offering employment benefits in exchange for sexual favors.
   •   Making or threatening reprisals after a negative response to sexual advances.
   •   Visual conduct that includes leering, making sexual gestures, or displaying of sexually suggestive
       objects or pictures, cartoons or posters.
   •   Verbal conduct that includes making or using derogatory comments, epithets, slurs, or jokes.
   •   Verbal sexual advances or propositions.
   •   Verbal abuse of a sexual nature, graphic verbal commentaries about an individual's body,
       sexually degrading words used to describe an individual, or suggestive or obscene letters, notes,
       or invitations.
   •   Physical conduct that includes touching, assaulting, or impeding or blocking movements.
       Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other
       verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) submission
       to such conduct is made either explicitly or implicitly a term or condition of employment; (2)
       submission or rejection of the conduct is used as a basis for making employment decisions; or, (3)
       the conduct has the purpose or effect of interfering with work performance or creating an
       intimidating, hostile, or offensive work environment.



                                                                                                      11
Reporting Harassment
If you experience or witness sexual or other unlawful harassment in the workplace, report it
immediately to your supervisor. If the supervisor is unavailable or you believe it would be
inappropriate to contact that person, you should immediately contact the Human Resources
Department or any other member of management. You can raise concerns and make reports without
fear of reprisal or retaliation.

All allegations of sexual or other unlawful harassment will be quickly investigated. To the extent
possible, your confidentiality and that of any witnesses and the alleged harasser will be protected
against unnecessary disclosure. When the investigation is completed, you will be informed of the
general outcome of the investigation, with confidential restrictions.

Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment
must immediately advise the Human Resources Department or any member of management so it can
be investigated in a timely and confidential manner. Anyone engaging in sexual or other unlawful
harassment will be subject to disciplinary action, up to and including termination of employment.

Employee Events and Parties
Angel Fire Resort is concerned about the safety of all employees at company sponsored events and
parties. Therefore, the following rules apply to all company sponsored events:
    • Employees that are working the event and on-the-clock are not allowed to consume alcohol.
    • Employees attending the event off-the-clock are allowed to drink in moderation and must
         display good judgment.
    • Participation in or attendance of any company sponsored event cannot be required of any
         employee.
    • Persons under the age of 21 are not allowed to consume alcoholic beverages.
    • Vehicles, equipment, or tools may not be used or operated after consuming alcohol.




                                                                                                12
                                        EMPLOYMENT
Nature of Employment
Employment with Angel Fire Resort is voluntarily entered into, and the employee is free to resign at
will at any time, with or without notice or cause. Similarly, Angel Fire Resort may terminate the
employment relationship at will at any time, with or without notice or cause.

Policies set forth in this handbook are not intended to create a contract, nor are they to be construed
to constitute contractual obligations of any kind or a contract of employment between Angel Fire
Resort and any of its employees. The provisions of the handbook have been developed at the
discretion of management and, except for its policy of employment-at-will, may be amended or
cancelled at any time at Angel Fire Resort's sole discretion.

These provisions supersede all existing policies and practices and may not be amended or added to
without the express written approval of the Chief Executive Officer of Angel Fire Resort.

Equal Employment Opportunity
In order to provide equal employment and advancement opportunities to all individuals, employment
decisions at Angel Fire Resort will be based on merit, qualifications, and abilities. Angel Fire Resort
does not discriminate in employment opportunities or practices on the basis of race, color, religion,
sex, national origin, age, disability, or any other characteristic protected by state or federal law.
Please refer to subsequent policies regarding EEOC issues.

Any employees with questions or concerns about any type of discrimination in the workplace are
encouraged to bring these issues to the attention of their immediate supervisor or the Human
Resources Department. Employees can raise concerns and make reports without fear of reprisal.
Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary
action, up to and including termination of employment.

Business Ethics and Conduct
The successful business operation and reputation of Angel Fire Resort is built upon the principles of
fair dealing and ethical conduct of our employees. Our reputation for integrity and excellence
requires careful observance of the spirit and letter of all applicable laws and regulations, as well as a
scrupulous regard for the highest standards of conduct and personal integrity.

The continued success of Angel Fire Resort is dependent upon our customers' trust and we are
dedicated to preserving that trust. Employees owe a duty to Angel Fire Resort, its customers, and
shareholders to act in a way that will merit the continued trust and confidence of the public.

In general, the use of good judgment, based on high ethical principles, will guide you with respect to
lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of
action, the matter should be discussed openly with your immediate supervisor and, if necessary, with
the Human Resources Department for advice and consultation.

Compliance with this policy of business ethics and conduct is the responsibility of every Angel Fire
Resort employee. Disregarding or failing to comply with this standard of business ethics and conduct
will not be tolerated.

                                                                                                       13
Employment Categories
It is the intent of Angel Fire Resort to clarify the definitions of employment classifications so that
employees understand their employment status and benefit eligibility. These classifications do not
guarantee employment for any specified period of time.

Each employee is designated as either NONEXEMPT or EXEMPT based on federal and state wage
and hour laws. NONEXEMPT employees are eligible for overtime pay under the specific provisions
of federal and state laws. EXEMPT employees are excluded from specific provisions of federal and
state wage and hour laws. An employee's EXEMPT or NONEXEMPT classification may be changed
only upon written notification by Angel Fire Resort management.

   In addition to the above categories, each employee will belong to one other employment
   category:

       REGULAR employees are those who are not in a temporary or introductory status and who are regularly
       scheduled to work Angel Fire Resort's full-time schedule. Generally, they are eligible for Angel Fire
       Resort's benefit package, subject to the terms, conditions, and limitations of each benefit program.

       SEASONAL employees hired on a seasonal basis - full-time and part-time. While they do receive all legally
       mandated benefits (such as Social Security and workers' compensation insurance), they are not eligible
       for all of Angel Fire Resort's other benefit programs. Seasonal employees are subject to end-of-season
       layoffs and fluctuating business conditions. Employees who work consecutive "seasons" remain classified
       as seasonal. Positions, not specific employees, are evaluated for job classification status. And change of
       status must be reviewed and approved by management and ownership.

       TEMPORARY employees are those who are hired as interim replacements, to temporarily supplement the
       work force, or to assist in the completion of a specific project. Employment assignments in this category
       are of a limited duration. Employment beyond any initially stated period does not in any way imply a
       change in employment status. Temporary employees retain that status unless and until notified of a
       change. While temporary employees receive all legally mandated benefits (such as workers'
       compensation insurance and Social Security), they are not eligible for all of Angel Fire Resort's other
       benefit programs.

Personnel Data Changes
It is the responsibility of each employee to promptly notify Angel Fire Resort of any changes in
personal data. Personal mailing addresses, telephone numbers, number and names of dependents,
individuals to be contacted in the event of an emergency, educational accomplishments, and other
such status reports should be accurate and current at all times. If any personal data has changed,
notify the Human Resources Department.

Job Descriptions
Angel Fire Resort makes every effort to create and maintain accurate job descriptions for all
positions within the organization. Each description includes a job information section, a job summary
section (giving a general overview of the job's purpose), an essential duties and responsibilities
section, a supervisory responsibilities section, a qualifications section (including education and/or
experience, language skills, mathematical skills, reasoning ability, and any certification required), a
physical demands section, and a work environment section.
                                                                                                              14
Angel Fire Resort maintains job descriptions to aid in orienting new employees to their jobs,
identifying the requirements of each position, establishing hiring criteria, setting standards for
employee performance evaluations, and establishing a basis for making reasonable accommodations
for individuals with disabilities.

The hiring manager prepares job descriptions when new positions are created, with assistance from
Human Resources as needed. Existing job descriptions are also reviewed and revised in order to
ensure that they are up to date. Job descriptions may also be rewritten periodically to reflect any
changes in the position's duties and responsibilities. All employees will be expected to help ensure
that their job descriptions are accurate and current, reflecting the work being done.

Employees should remember that job descriptions do not necessarily cover every task or duty that
might be assigned, and that additional responsibilities may be assigned as necessary. Contact the
Human Resources Department if you have any questions or concerns about your job description.

Employee Conduct and Work Rules
To ensure orderly operations and provide the best possible work environment, Angel Fire Resort
expects employees to follow rules of conduct that will protect the interests and safety of all
employees, guests, and the organization.

It is not possible to list all the forms of behavior that are considered unacceptable in the workplace.
The following are some examples of infractions of rules of conduct that may result in disciplinary
action, up to and including termination of employment. This is not inclusive of all infractions subject
to disciplinary action:

   •   Theft or inappropriate removal or possession of property.
   •   Falsification of timekeeping records.
   •   Working under the influence of alcohol or illegal drugs.
   •   Fighting or threatening violence in the workplace.
   •   Negligence or improper conduct leading to damage of employer-owned or customer-owned property.
   •   Insubordination or other disrespectful conduct.
   •   Violation of safety or health rules.
   •   Sexual or other unlawful or unwelcome harassment.
   •   Possession of dangerous or unauthorized materials, such as explosives, firearms or knives in the
       workplace.
   •   Excessive absenteeism or any absence without notice.
   •   Unauthorized or excessive use of personal cell phones while on duty.
   •   Unauthorized disclosure of business "secrets" or confidential information.
   •   Rude, offensive, or insulting behavior, conduct, or language toward either guests or co-workers.
   •   Fraudulent use of passes or tickets.
   •   Failure to use safety/protective equipment as required.
   •   Failure to perform work as required.
   •   Leaving work without permission or walking off the job without notice or good reason.
   •   Failure to adhere to the Personal Appearance standards set by Angel Fire Resort.
   •   Failure to adhere to the Social Media Policy.
   •   Failure to adhere to any of the personnel policies included in the Employee Handbook.

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Attendance and Punctuality
To maintain a safe and productive work environment, Angel Fire Resort expects employees to be
reliable and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a
burden on other employees and guests of Angel Fire Resort.

In the rare instances when employees cannot avoid being late to work or are unable to work as
scheduled, they must notify their immediate supervisor before the shift is scheduled to begin. Any
absence in which an employee does not notify his/her supervisor before the shift begins (i.e. No Call,
No Show), is deemed “failure to report” and is considered a voluntary resignation. Each absence or
tardy must be reported daily and directly to the employee's supervisor.

All employees are expected to plan for conditions that cause absences. Alternative transportation,
health care, and other arrangements are necessary to maintain good attendance and punctuality. Poor
attendance and excessive tardiness are disruptive. Either may lead to disciplinary action, up to and
including termination of employment.

Personal Appearance
Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and
affect the business image Angel Fire Resort presents to customers and visitors.

During business hours or when representing Angel Fire Resort, you are expected to present a clean,
neat, and tasteful appearance. You should dress and groom yourself according to the following basic
requirements:
        • Maintain a high level of personal hygiene.
        • Be neat and clean each time you report to work.
        • Hair must be neat and clean.
        • For men: a clean shave or neatly kept mustaches, beards, or sideburns and must be fully
            developed at the beginning of the season.
        • Finger nails must be of reasonable length and clean.
        • Footwear must be appropriate to the terrain and environment of your work station.
        • Uniforms must be kept clean and in good repair at all times.
        • Tattoos must be completely covered.
        • Only hats with the AFR logo or without any logo may be worn. Hats must be worn as
            intended (wearing a hat backwards or sideways is not acceptable).
    You are not permitted to wear:
        • Ripped or torn clothing.
        • Soiled clothing.
        • Excessively oversized or undersized clothing.
        • Clothing with inappropriate symbols, language, or reference to illegal items or actions.
        • Facial Piercings.
Your supervisor or department head may set higher or more specific personal appearance
requirements. If your supervisor feels your personal appearance is inappropriate, you may be asked
to leave the workplace until you are properly dressed or groomed. Under such circumstance, you will
not be compensated for the time away from work. Consult your supervisor if you have questions as
to what constitutes appropriate appearance.



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Uniforms
Employee may be expected to wear a uniform that is specific to their department and job duties.
Uniforms that are issued to employees are property of Angel Fire Resort and it is the employee’s
responsibility to keep their uniform clean and in good repair at all times and to wear their uniform
while on duty. Uniforms are to be worn as intended. Name tags are considered part of the uniform
and all employees are required to wear their name tags while on duty. Employees may not wear their
uniforms while off duty; failure to adhere to this policy may result in disciplinary action up to and
including termination.

Return of Resort Property
Employees are responsible for all Angel Fire Resort property, materials, or written information
issued to them or in their possession or control. Employees must return all Angel Fire Resort
property immediately upon request or upon termination of employment. Angel Fire Resort may
withhold from the employee's check or final paycheck the cost of any items that are not returned
when required. Angel Fire Resort may also take all action deemed appropriate to recover or protect
its property.

Hiring or Supervising Relatives
All decisions in regard to the terms and conditions of employment are to be based on merit and job
performance without influence of favoritism or the assumption of favoritism. Therefore Angel Fire
Resort has set the following restrictions, designed to avoid favoritism or conflicts of interest:
   •   No Supervision: No employee may, directly or indirectly (through the chain of command),
       hire, supervise, promote, discipline or terminate a family relative in a full-time year round
       position. This does not apply to seasonal positions.
   •   No Financial Supervision: No employee may audit, verify, receive, or be entrusted with
       money received or handled by a family relative.
For purposes of this policy, a family relative is any person who is related by blood or marriage, or
whose relationship with the employee is similar to that of persons who are related by blood or
marriage. For purpose of this policy a family relative also includes any relationship that may be
reasonably expected to lead to the formation of a consensual “romantic” or sexual relationship. This
policy applies to all employees without regard to the gender or sexual orientation of the individuals
involved.

Employees who marry or establish a close personal relationship during their employment with Angel
Fire Resort may continue employment as long as it does not result in a violation of this policy. If a
circumstance arises that would result in a violation of this policy, the employees involved are
responsible and obligated to bring the situation to the attention of Human Resources. Angel Fire
Resort will try to find a solution to the situation that results in the policies being adhered to and
maintaining the employment of both individuals. If an acceptable solution cannot be found, the
employees may be asked to determine which will resign.

Angel Fire Resort reserves the right to make exceptions to this policy if it is determined to be in the
best interest of the company. This could be due to the qualifications or responsibilities of the
individuals involved or due to the lack of equally qualified and appropriate supervisory personnel.
Any request for an exception must be submitted in writing to Human Resources.


                                                                                                    17
Personal Relationships in the Workplace
In cases where a conflict or the potential for conflict arises because of the relationship between
employees, even if there is no line of authority or reporting involved, the employees may be
separated by reassignment or terminated from employment. Employees in a close personal
relationship should refrain from public workplace displays of affection or excessive personal
conversation.




                                                                                               18
            GUEST SERVICE and COMMUNICATIONS

Guest Relations
Guests are among our organization's most valuable assets. Every employee
represents Angel Fire Resort to our customers and the public. The way we
do our jobs presents an image of our entire organization. Guests judge all of
us by how they are treated with each employee contact. Therefore, one of
our first business priorities is to assist any customer or potential customer.
Nothing is more important than being courteous, friendly, helpful, and
prompt in the attention you give to guests.

Customer Service Training
Angel Fire Resort provides guest relations and customer service training to all employees. Our
personal contact with the public, our manners on the telephone, and the communications we send to
guests are a reflection not only of ourselves, but also of the professionalism of Angel Fire Resort.
Positive guest relations not only enhance the public's perception or image of Angel Fire Resort, but
also pays off in greater customer loyalty and increased sales and profit.

Guest Complaints
When guests bring issues, concerns, and complaints (other than accident or injury reporting) to our
attention it is important that we make every effort to resolve the situation in a prompt and timely
manner. Our reputation is at stake every time a guest leaves with a bad experience. Should you
encounter an irate guest or a guest with a complaint, follow these steps:
     • Listen carefully and make every effort to see the problem through their eyes.
     • Repeat the problem or complaint to ensure you understand the situation.
     • Don’t argue with the guest, instead apologize for any inconvenience this has caused them.
     • Try to handle the situation or call your supervisor.
     • If the guest is reporting that a belonging has been stolen, contact security immediately.
     • Try to offer assistance without assigning fault or making promises or admission on behalf of
         the resort.
     • Thank the guest for bringing the problem to your attention.
     • Explain what action you will take.

Angel Fire Resort expects all employees to handle guest complaints in a professional manner that
reflects the values and customer service standards of the resort as well as their department. As an
employee you are not expected to withstand abuse or harassment from anyone, including guests. It is
always appropriate to request the help of your manager or security if you feel that a guest is behaving
in an unreasonable manner. Guests reporting accidents and injuries should be reported to Risk
Management or Security immediately. Statements and opinions of responsibility should be avoided.

Employee Relations
Angel Fire Resort believes that the work conditions, wages, and benefits it offers to its employees are
competitive with those offered by other employers in this area and in this industry. If employees have
concerns about work conditions or compensation, they are strongly encouraged to voice these
concerns openly and directly to their supervisors.

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Our experience has shown that when employees deal openly and directly with supervisors, the work
environment can be excellent, communications can be clear, and attitudes can be positive. We
believe that Angel Fire Resort amply demonstrates its commitment to employees by responding
effectively to employee concerns.

Communicating with Your Supervisor
Angel Fire Resort highly encourages all employees to follow the chain of command and bring all
questions about their jobs and responsibilities to their immediate supervisor. If you have any
complaints or concerns related to your job position, talk to your supervisor. If your complaint
involves your supervisor, discuss the situation with his/her supervisor or Human Resources.

Workplace Etiquette
Angel Fire Resort strives to maintain a positive work environment where employees treat each other
with respect and courtesy. Sometimes issues arise when employees are unaware that their behavior in
the workplace may be disruptive or annoying to others. Many of these day-to-day issues can be
addressed by politely talking with a co-worker to bring the perceived problem to his or her attention.
In most cases, common sense will dictate an appropriate resolution. Angel Fire Resort encourages all
employees to keep an open mind and graciously accept constructive feedback or a request to change
behavior that may be affecting another employee's ability to concentrate and be productive.

The following workplace etiquette guidelines are not necessarily intended to be hard and fast work
rules with disciplinary consequences. They are simply suggestions for appropriate workplace
behavior to help everyone be more conscientious and considerate of co-workers and the work
environment. Please contact the Human Resources Department if you have comments, concerns, or
suggestions regarding these workplace etiquette guidelines.
   •   Avoid public accusations or criticisms of other employees. Address such issues privately with
       those involved or your supervisor.
   •   Try to minimize unscheduled interruptions of other employees while they are working.
   •   Be conscious of how your voice travels, and try to lower the volume of your voice when talking
       on the phone or to others in open areas.
   •   Keep socializing to a minimum, and try to conduct conversations in areas where the noise will not
       be distracting to others.
   •   Try not to block walkways while carrying on conversations.
   •   Refrain from using inappropriate language (swearing) that others may overhear.
   •   Avoid discussions of your personal life/issues in public conversations that can be easily
       overheard.

Use of Telephones
Personal cell phone usage is prohibited while on duty unless required as part of your position.
Personal use of office telephones for long-distance and toll calls is not permitted. Employees should
practice discretion when making local personal calls and may be required to reimburse Angel Fire
Resort for any charges resulting from their personal use of company cell phones and office
telephones.

To ensure effective telephone communications, employees should always use the approved greeting
and speak in a courteous and professional manner. Please confirm information received from the
caller, and hang up only after the caller has done so.
                                                                                             20
Computer and E-mail Usage
Computers, computer files, the e-mail system, and software furnished to employees are Angel Fire
Resort property intended for business use. 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 may be monitored.

Angel Fire Resort strives to maintain a workplace free of harassment and sensitive to the diversity of
its employees. Therefore, Angel Fire Resort prohibits the use of computers and the e-mail system in
ways that are disruptive, offensive to others, or harmful to morale.

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.

Angel Fire Resort 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, Angel Fire Resort does not have the right to 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. Angel Fire Resort prohibits the illegal duplication of software and its
related documentation.

Employees should notify their immediate supervisor, the Information Technology Department 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.

Internet Usage
Internet access to global electronic information resources on the World Wide Web is provided by
Angel Fire Resort to assist employees in obtaining work-related data and technology. The following
guidelines have been established to help ensure responsible and productive Internet usage. While
Internet usage is intended for job-related activities, incidental and occasional brief personal use is
permitted within reasonable limits.

All Internet data that is composed, transmitted, or received via our computer communications
systems is considered to be part of the official records of Angel Fire Resort and, as such, is subject to
disclosure to law enforcement or other third parties. Consequently, employees should always ensure
that the business information contained in Internet e-mail messages and other transmissions is
accurate, appropriate, ethical, and lawful.

The equipment, services, and technology provided to access the Internet remain at all times the
property of Angel Fire Resort. As such, Angel Fire Resort reserves the right to monitor Internet
traffic, and retrieve and read any data composed, sent, or received through our online connections
and stored in our computer systems.

Data that is composed, transmitted, accessed, or received via the Internet must not contain content
that could be considered discriminatory, offensive, obscene, threatening, harassing, intimidating, or
disruptive to any employee or other person. Examples of unacceptable content may include, but are
not limited to, sexual comments or images, racial slurs, gender-specific comments, or any other
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comments or images that could reasonably offend someone on the basis of race, age, sex, religious or
political beliefs, national origin, disability, sexual orientation, or any other characteristic protected by
law.

The unauthorized use, installation, copying, or distribution of copyrighted, trademarked, or patented
material on the Internet is expressly prohibited. As a general rule, if an employee did not create
material, does not own the rights to it, or has not gotten authorization for its use, it should not be put
on the Internet. Employees are also responsible for ensuring that the person sending any material
over the Internet has the appropriate distribution rights.

Internet users should take the necessary anti-virus precautions before downloading or copying any
file from the Internet. All downloaded files are to be checked for viruses; all compressed files are to
be checked before and after decompression.

Abuse of the Internet access provided by Angel Fire Resort in violation of law or Angel Fire Resort
policies will result in disciplinary action, up to and including termination of employment. Employees
may also be held personally liable for any violations of this policy. The following behaviors are
examples of previously stated or additional actions and activities that are prohibited and can result in
disciplinary action:

    •   Sending or posting discriminatory, harassing, or threatening messages or images.
    •   Stealing, using, or disclosing someone else's code or password without authorization.
    •   Copying, pirating, or downloading software and electronic files without permission.
    •   Sending or posting confidential material, trade secrets, or proprietary information outside of the
        organization.
    •   Sending or posting messages or material that could damage the organization's image or
        reputation.
    •   Participating in the viewing or exchange of pornography or obscene materials.
    •   Sending or posting messages that defame or slander other individuals.
    •   Sending or posting messages that disparage another organization's products or services.
    •   Sending anonymous e-mail messages.
    •   Engaging in any other illegal activities.

Media/Communication
Many of us have access to information including our skier counts, daily sales, operations, budgets,
and any other Resort business. All such information should be safeguarded and not discussed within
the Resort or outside the Resort except by an authorized employee when necessary for Resort
business.

Incidents, injuries and accidents within the area are not to be discussed in public. In addition, any
inquires or solicitations from any attorney, paralegal or governmental agency should immediately be
referred to the General Manager or Legal Department. Your ability to observe strict confidentiality
with Resort information is a basic requirement of your job. Violation of this requirement will not be
tolerated.

The CEO, Legal Counsel, and the Director of Marketing have the sole and lead responsibility for
contacting or responding to the media. All press releases shall be issued exclusively through the

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Resort's Marketing/Public Relations Department. All inquiries from the media, whether in a crisis or
everyday situation, must be routed to the CEO, Legal Counsel or Director of Marketing. This
includes formal and informal requests for comments, interviews, feature stories and snow conditions,
etc. NEVER, under any circumstances, discuss any situation(s) with a media person unless approved
by the CEO, Legal Counsel or Director of Marketing. Noncompliance with these guidelines will not
be tolerated and may include disciplinary action up to and including termination.

Social Media Policy
Angel Fire Resort recognizes the importance of the Internet in shaping public thinking about our
company and our current and potential products, employees, members, partners, and customers.
Angel Fire Resort also recognizes the importance of our employees joining in and helping shape
industry conversation and direction through blogging and interaction in social media. We respect
your right to interact socially on the Internet when done in a knowledgeable and responsible manner.

The guidelines set forth in social media policy will help you make appropriate decisions about your
work-related blogging and the contents of your blogs, personal Web sites, postings on Facebook and
other interactive sites, postings on video or picture sharing sites, or in the comments that you make
online, and in responding to comments from posters either publicly or via email. (Our internal
Internet and Email Policy remains in effect in our workplace.)

These guidelines will help you open up a respectful, knowledgeable interaction with people on the
Internet. They also protect the privacy, confidentiality, and interests of Angel Fire Resort, including
our current and potential products, employees, members, partners, and customers.

Guidelines for Interaction about Angel Fire Resort on the Internet
If you are developing a Web site or writing a blog that will mention Angel Fire Resort and / or our
current and potential products, employees, partners, customers, and competitors, identify that you are
an employee of your company and that the views expressed on the blog or Web site are yours alone
and do not represent the views of the company.

Unless given permission by your manager, you are not authorized to speak on behalf of the company,
or represent yourself as a spokesperson for the company.

Confidential Information Component of the Social Media Policy
You may not share information that is confidential and proprietary about the company. This includes
information about trademarks, upcoming development projects, product releases, sales, finances,
number of products sold, number of employees, company strategy, and any other information that
has not been publicly released or approved by the company.

These are given as examples only and do not cover the range of what Angel Fire Resort considers
confidential and proprietary. If you have any question about whether information has been released
publicly or doubts of any kind, speak with your manager and the Legal or Marketing department
before releasing information that could potentially harm our company or our current and potential
products, employees, members, partners and customers or pre-empt an important announcement.
Angel Fire Resort logo and trademarks may not be used without explicit permission in writing from
Angel Fire Resort. This is to prevent the appearance that you speak for or represent the company
officially.



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Respect and Privacy Rights Components of the Social Media Policy
Speak respectfully about Angel Fire Resort and our current and potential employees, members,
customers, partners, and competitors. Do not engage in name calling or behavior that will reflect
negatively on Angel Fire Resorts reputation.

Angel Fire Resort encourages you to write knowledgeably, accurately, and using appropriate
professionalism. Despite disclaimers, your Web interaction can result in members of the public
forming opinions about Angel Fire Resort and its employees, partners, and products.

Honor the privacy rights of our current employees by seeking their permission before writing about
or displaying internal company happenings that might be considered to be a breach of their privacy
and confidentiality.

**Note that the use of copyrighted materials, unfounded or derogatory statements, or
misrepresentation is not viewed favorably by Angel Fire Resort and may result in disciplinary action
up to and including termination.

Your Legal Liability Component of the Social Media Policy
Recognize that you are legally liable for anything you write or present online. Employees can be
disciplined by Angel Fire Resort for commentary, content, or images that are defamatory,
pornographic, proprietary, harassing, libelous, or that can create a hostile work environment. You can
also be sued by Angel Fire Resort employees, competitors, and any individual or company that views
your commentary, content, or images as defamatory, pornographic, proprietary, harassing, libelous or
creating a hostile work environment.

**Note: Visiting and posting to social media sites during work hours is pursuant to the Computer and
Email usage policy on page 21.




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                                         BENEFITS
Eligible employees at Angel Fire Resort are provided a wide range of benefits. A number of the
programs (such as Social Security, workers' compensation, state disability, and unemployment
insurance) cover all employees in the manner prescribed by law.

Benefits eligibility is dependent upon a variety of factors, including employee classification. Your
supervisor can identify the programs for which you are eligible. Details of many of these programs
can be found elsewhere in the employee handbook.
   The following benefit programs are available to eligible employees:
         • 401(k) Savings Plan
         • Bereavement Leave
         • Child Care Facilities
         • Dental Insurance
         • Employee Discounts
         • Major Medical Insurance
         • Military Leave
         • Paid Time Off
         • Voting Time Off
         • Flexible Spending Account

Some benefit programs require contributions from employees, but most are fully paid by Angel Fire
Resort. The benefit package for Regular Full-Time employees represents an additional cost to Angel
Fire Resort of approximately 30 percent of wages.

Child Care Benefits
Angel Fire Resort provides child care service on site (subject to business conditions) to all employees
as a benefit of employment.

Below is a brief description of child care assistance that may be provided when feasible. For more
detailed information, please contact the Childcare and Preschool.

                         On-site Childcare Facility. The Angel Fire Resort Childcare and
                         Preschool offers reduced rates for Resort employees. Employees may visit
                         their children during non-work time (lunches, breaks). Facility hours are
                         compatible with most work schedules. Children six weeks through eleven
                         years of age will be eligible to use the facility. Immunization records and
                         registration forms are required on the first day of attendance.

Benefits Continuation (COBRA)
The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their
qualified beneficiaries the opportunity to continue health insurance coverage under Angel Fire
Resort's health plan when a "qualifying event" would normally result in the loss of eligibility. Some
common qualifying events are resignation, termination of employment, or death of an employee; a
reduction in an employee's hours or a leave of absence; an employee's divorce or legal separation;
and a dependent child no longer meeting eligibility requirements.
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Under COBRA, the employee or beneficiary pays the full cost of coverage at Angel Fire Resort's
group rates plus an administration fee. Eligible employee receives a written notice describing rights
granted under COBRA when the employee becomes eligible for coverage under Angel Fire Resort's
health insurance plan. The notice contains important information about the employee's rights and
obligations.

Educational Assistance
Angel Fire Resort recognizes that the skills and knowledge of its employees are critical to the success
of the organization. The educational assistance program encourages personal development through
formal education so that employees can maintain and improve job-related skills or enhance their
ability to compete for reasonably attainable jobs within Angel Fire Resort.

Angel Fire Resort currently provides educational assistance (subject to a $2,000 annual cap) to all
eligible employees who have completed 180 calendar days of service in an eligible employment
classification. To maintain eligibility employees must remain on the active payroll and be performing
their job satisfactorily through completion of each course. Employees in the following employee
classification(s) are eligible for educational assistance:
    * Regular employees
Individual courses or courses that are part of a degree, licensing, or certification program must be
related to the employee's current job duties or a foreseeable-future position in the organization in
order to be eligible for educational assistance. Angel Fire Resort has the sole discretion to determine
whether a course relates to an employee's current job duties or a foreseeable-future position. Courses
should be approved in advance of registration by their senior division manager/director. The
employee is responsible for payment of all course expenses up front, must achieve at least a passing
grade, to be eligible for reimbursement. Requests for reimbursement must be submitted within 30
days of the completion of the course(s), along with proof of passing grades, and tuition paid.
Employees should contact the Human Resources Department for more information or questions
about educational assistance and policy procedures.

While educational assistance is expected to enhance employees’ performance and professional
abilities, Angel Fire Resort cannot guarantee that participation in formal education will entitle the
employee to automatic advancement, a different job assignment, or pay increases.

Angel Fire Resort invests in educational assistance to employees with the expectation that the
investment be returned through enhanced job performance. However, if an employee voluntarily
separates from Angel Fire Resort's employment within one year of the completion date of the
course(s) where the educational assistance payment is applied, the amount of the payment will be
considered only a loan. Accordingly, the employee will be required to repay up to 100 percent of the
original educational assistance payment.

Paid Time off (PTO)
Angel Fire Resort believes that its employees are the key to what makes a great workplace. While
work makes up a large portion of an employee's life, we believe that a balance between work and
play is essential in maintaining quality performance and a fun workplace atmosphere.

Punctual and consistent attendance at work is essential for the basic operations of the Resort.

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PTO (Paid Time Off) shall be used by eligible employees for vacation, illness, personal time (e.g.,
doctor appointments), emergencies, disabilities or other circumstances that may require time off from
work, allowing employees flexibility in their use of paid time off. Employees are accountable and
responsible for managing their own PTO hours and are encouraged to budget adequate PTO reserves
to cover unexpected events that may require them to be away from work.
    Eligibility
    Employees in the following employment classifications are eligible to earn and use PTO as
    described in this policy:
           Full-Time Regular Employees, employed with AFR for a period of 90 days

Once the employee has met the above stated eligibility, subject to the restrictions below, the
employee can request the use of earned PTO including that accrued during the 90 day waiting period.
(Effective 10/1/10 new hires only). Termination whether voluntary or involuntary prior to 180 days
of employment will result in forfeiture of all PTO.
    Earning PTO Hours
    The amount of PTO that is earned is based on your length of service as a full time employee.
    Transfers from other departments, with no break in service, will be calculated with your original
    hire date provided you had continuous full time status.

    Years of Continuous Full Time Employment               PTO Days            Cap Limit
    1 year to 5 years                                      20 days (160 hours) 30 days (240 hours)
    5 years to 10 years                                    26 days (208 hours) 36 days (288 hours)
    10 years and over                                      32 days (256 hours) 42 days (336 hours)

Earned, unused PTO days may be carried over but, shall not exceed the Cap Limits set forth above at
any time. Employees should plan and take care to avoid forfeiting PTO.

   Personal
   • You may use PTO for any approved reason subject to the limitation set forth in the employee
      handbook on time off restrictions. PTO requests need to be approved in advance by your
      manager (business levels, scheduling needs and busy seasons (December – March) must be
      taken into consideration.

   Using PTO
   • PTO starts to accrue from your first day of employment; however, there is a 90 day waiting
      period before you may request time off. In outstanding circumstances, exceptions may be
      made at your manager’s discretion.
   • Once you reach the cap limit, you will no longer be eligible to earn additional hours until you
      reduce your PTO bank balance below the cap limit (by taking PTO).

Employees who have an unanticipated need to be absent from work should notify their direct
supervisor before the scheduled start of their workday, if possible. The direct supervisor must also be
contacted on each additional day of unexpected absence. Unscheduled absences will be monitored.
An employee will be counseled when the frequency of unscheduled absences adversely affects the
operations of the department. Requests for PTO will be reviewed on a case-by-case basis; denial or
approval of a PTO request should not be considered to set a precedent for other PTO requests.

To schedule planned PTO, employees should request advance approval from their supervisors.
Requests will be reviewed based on a number of factors, including business and staffing
                                                                                       27
requirements. Approval of PTO requests during the black-out period (from opening day to closing
day of ski season) is not permitted. Emergency and/or requests for PTO leaves during this time
period will be evaluated on a case-by-case basis by the Department Director, Chief Executive Officer
and the Human Resources Director.

PTO is paid at the employee's base pay rate at the time of absence. It does not include overtime or
any special forms of compensation such as incentives, commissions, bonuses, or shift differentials.

As an additional condition of eligibility for PTO, an employee on an extended absence for illness
(including FMLA), injury must apply for any other available compensation and benefits, such as
workers’ compensation, short term disability, etc. PTO must be used to supplement any payments
that an employee is eligible to receive from workers compensation or disability insurance programs.
The combination of any such disability payments and PTO cannot exceed the employee’s normal
weekly earnings. PTO must also be used during extended non-injury, non-illness leave as directed
by management.
Administrative PTO Corrections
Angel Fire Resort takes all reasonable steps to ensure that employees receive the correct amount of
PTO in each paycheck. In the unlikely event that there is an error in the amount of PTO accrued or
used, the employee must bring the discrepancy to the attention of his/her direct supervisor within 30
days (from the date that the paycheck was printed), who will contact the Payroll Department, so that
corrections can be made as quickly as possible. Corrections will not be made if the discrepancy is
brought to the attention of the supervisor after the 30 day time limit.

Termination of Employment
Upon termination of employment, employees will be paid for unused PTO that has been earned
through the last day of work. However, if Angel Fire Resort, in its sole discretion, terminates
employment for cause, forfeiture of unused PTO may result. Accumulated PTO may not be used in
lieu of proper notice. PTO will not be approved after notice of termination has been given.

This policy does not constitute a contractual obligation of any kind or a contract of employment
between Angel Fire Resort and any of its employees. Employment with Angel Fire Resort is at the
will of the employer and the employee. The employee is free to resign, at will at any time, with or
without notice or cause. Similarly, Angel Fire Resort has the right to terminate an employee’s
employment at will at any time, with or without notice or cause.

Leaves of Absence
Medical Leave:
Angel Fire Resort provides medical leaves of absence as per FMLA. FMLA (Family Medical Leave
Act) requires employers to provide up to 12 weeks of unpaid, job-protected leave to eligible
employees for certain family and medical reasons. Employees are eligible if they have worked for
Angel Fire Resort for at least one year, and for 1,250 hours over the previous 12 months. The
FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under
certain circumstances.

   Reasons for Taking Leave: Unpaid leave must be granted for any of the following reasons:
   • To care for the employees child after birth, or placement for adoption or foster care.
   • To care for the employees spouse, son or daughter, or parent, who has a serious health
      condition.

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   •   For a serious health condition that makes the employee unable to perform the employees
       job.
   •   To care for a spouse, son, daughter, parent or next of kin who is a member of the armed
       forces and who is undergoing medical treatment or who is medically unfit to perform
       military duties due to an injury or illness incurred while on active duty.
   •   An exigency related to active military duty service by the employee’s spouse, son,
       daughter, or parent.

   Benefit accruals, such as Paid Time Off will be suspended during the leave and will resume upon
   return to full-time employment.

Employees will be required to first use any accrued paid leave time (Paid Time Off PTO) before
taking unpaid medical leave. Any combination of family leave and medical leave may not exceed the
maximum 12 weeks within any 12-month period. Married employee couples may be restricted to a
combined total of 12 weeks leave within any 12-month period.

Advance Notice and Medical Certification:
The employee is required to provide advance leave notice and medical certification. Taking of leave
may be denied if requirements are not met.

The employee must provide 30 days advance notice when the leave is foreseeable. Angel Fire Resort
requires medical certification to support a request for leave because of a serious health condition, and
may require second or third opinions and a fitness for duty report to return to work.

Job Benefits and Protection:
For the duration of FMLA leave, Angel Fire Resort will maintain the employee’s health coverage
under any group health plan. Upon return from FMLA leave, most employees will be restored to
their original or equivalent positions with equivalent pay, benefits, and other employment terms. The
use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the
start of an employee’s leave.

Medical Leave (for those not eligible under FMLA):
Angel Fire Resort provides medical leaves of absence without pay to eligible employees who are
temporarily unable to work due to a serious health condition or disability. For purposes of this
policy, serious health conditions or disabilities include inpatient care in a hospital, hospice, or
residential care facility; continuing treatment by a health care provider; and temporary disabilities
associated with pregnancy, childbirth and related medical conditions.

Employees in the following employment classifications are eligible to request medical leave as
described in this policy:

       Regular full-time employees

Eligible employees may request medical leave only after having completed 180 calendar days of
service. Exceptions to the service requirement will be considered to accommodate disabilities.

Eligible employees should make requests for medical leave to their supervisors at least 30 days in
advance of foreseeable events and as soon as possible for unforeseeable events.

A Leave of Absence request form must be filled out along with the health care provider’s statement
                                                                                               29
verifying the need for medical leave, and the beginning and expected ending date. Any changes in
this information should be reported promptly to Human Resources or your supervisor.

Eligible employees are normally granted leave for the period of the disability, up to a maximum of
six weeks within any 12-month period. Any combination of medical leave and Personal Leave may
not exceed this maximum limit. If the initial period of approved absence proves insufficient,
consideration will be given to a request for an extension. Employees will be required first to use any
accrued paid leave time before taking unpaid medical leave.

Employees who sustain work related injuries are eligible for a medical leave of absence for the
period in accordance with all applicable laws covering occupational disabilities.

Subject to the terms, conditions, and limitations of the applicable plans, Angel Fire Resort will
continue to provide health insurance benefits for the period of the approved medical leave. It is the
employee’s responsibility to make arrangements with Human Resources, prior to taking the
leave of absence, for their portion of these benefits. Failure to do so could result in the
termination of these benefits.

Benefit accruals, such as Paid Time Off (PTO) will be suspended during the leave and will resume
upon return to active employment.

So that an employee’s return to work can be properly scheduled, an employee on medical leave is
requested to provide at least two weeks advance notice, if possible, of the date the employee intends
to return to work. When a medical leave ends, every reasonable effort will be made to return the
employee to the same position if available, or to a similar position for which the employee is
qualified. However, Angel Fire Resort cannot guarantee reinstatement in all cases.

If an employee fails to return to work on the agreed upon return date, Angel Fire Resort will assume
that the employee has voluntarily resigned.

Employees returning from any medical leave must submit a Release to Return to Work from
their health care provider verifying their fitness to return to work.


Personal Leave:
Angel Fire Resort provides personal leaves of absence without pay to eligible employees who wish to
take time off from work duties to fulfill personal obligations.        Employees in the following
employment classification(s) are eligible to request personal leave:

       Regular Full-Time employees

Eligible employees may request personal leave only after having completed 90 calendar days of
service. As soon as eligible employees become aware of the need for a personal leave of absence,
they should request a leave from their supervisor.

Personal leave may be granted for a period of up to 30 calendar days once a year. If this initial
period of absence proves insufficient, consideration will be given to a written request for a single
extension of not more than an additional 30 calendar days. Additional extension requests will be
reviewed by department manager and GM. With the supervisor’s approval, an employee may take
any available Paid Time Off (PTO) as part of the approved period of leave.

                                                                                                   30
Requests for personal leave will be evaluated based on a number of factors, including anticipated
workload requirements and staffing considerations during the proposed period of absence.

Employees will be required to first use any accrued paid leave time (PTO), before taking an unpaid
Personal Leave of Absence.

Subject to the terms, conditions, and limitations of the applicable plans, Angel Fire Resort will
continue to provide health insurance benefits for the full period of the approved personal leave.
Employee must make arrangements with Human Resources regarding their portion of premiums
prior to taking leave.

Benefit accruals, such as Paid Time Off (PTO), will be suspended during the leave and will resume
upon return to active employment.

Upon the expiration of the leave, every reasonable effort will be made to return the employee to the
same position if available, or to a similar position for which the employee is qualified. However,
Angel Fire Resort cannot guarantee reinstatement in all cases.

If an employee fails to report to work promptly at the expiration of any approved leave period, Angel
Fire Resort will assume the employee has resigned.

Military Leave:
A military leave of absence will be granted to employees who are absent from work because of
service in the U.S. uniformed services in accordance with the Uniformed Services Employment and
Reemployment Rights Act (USERRA). Advance notice of military service is required, unless
military necessity prevents such notice or it is otherwise impossible or unreasonable.

Employees will continue to receive full pay while on leave for two-week training assignments and
shorter absences. The portion of any military leave of absence in excess of two weeks will be
unpaid. However, employees may use any available paid time off for the absence.

Continuation of health insurance benefits is available as required by USERRA based on the length of
the leave and subject to the terms, conditions and limitations of the applicable plans for which the
employee is otherwise eligible.

Paid Time Off benefits will continue to accrue during a military leave of absence.

Employees on military leave for up to 30 days are required to return to work for the first regularly
scheduled shift after the end of service, allowing reasonable travel time. Employees on longer
military leave must apply for reinstatement in accordance with USERRA and all applicable state
laws.

Employees returning from military leave will be placed in the position they would have attained had
they remained continuously employed or a comparable one, depending on the length of military
service in accordance with USERRA. Employee will be treated as though he/she was continuously
employed for purposes of determining benefits based on length of service.

Contact the Human Resources Department for more information or questions regarding any Leave of
Absence.

                                                                                                  31
Bereavement Leave
Employees who wish to take time off due to the death of an immediate family member should notify
their supervisor immediately.

One (1) to Three (3) days of paid bereavement leave (depending upon employee's schedule and days
off) will be provided to eligible employees in the following classification(s):
                 Regular Full-Time employees
                 Seasonal full-time and part-time employees

Bereavement pay is calculated based on the base pay rate at the time of absence and will not include
any special forms of compensation, such as incentives, commissions, bonuses, or shift differentials.

Bereavement leave will normally be granted unless there are unusual business needs or staffing
requirements. Employees may, with their supervisors' approval, use any available paid leave for
additional time off as necessary.

Angel Fire Resort defines "immediate family" as the employee's spouse, parent, child, sibling; the
employee's spouse's parent, child, or sibling; the employee's child's spouse; grandparents or
grandchildren. Special consideration may also be given to any other person whose association with
the employee was similar to any of the above relationships. A copy of the obituary notice, death
certification, or other related documents may be required to substantiate the leave.

Health Insurance
Angel Fire Resort's health insurance plan provides employees and their dependents access to
medical, dental, and vision care insurance benefits. Employees in the following employment
classifications are currently eligible to participate in the health insurance plan:
           Regular full-time employees

Eligible employees may participate in the health insurance plan subject to all terms and conditions of
the agreement between Angel Fire Resort and the insurance carrier.

Details of the health insurance plan are described in the Summary Plan Description (SPD). A SPD
and information on cost of coverage will be provided in advance of enrollment to eligible employees.
Contact the Human Resources Department for more information about health insurance benefits.

Life Insurance
Life insurance offers you and your family important financial protection. Angel Fire Resort covers
the cost of a basic life insurance plan for eligible employees. Additional dependent life insurance
coverage may also be purchased by the employee.

Accidental Death and Dismemberment (AD&D) insurance provides protection in cases of serious
injury or death resulting from an accident. AD&D insurance coverage is provided as part of the basic
life insurance plan.

Employees in the following employment classifications are eligible to participate in the life insurance
plan:
    Regular Full-Time employees
                                                                                                    32
Eligible employees may participate in the life insurance plan subject to all terms and conditions of
the agreement between Angel Fire Resort and the insurance carrier.

Details of the basic life insurance plan including benefit amounts are described in the Summary Plan
Description provided to eligible employees. Contact the Human Resources Department for more
information about life insurance benefits.

Long-Term Disability
Angel Fire Resort covers the cost of a long-term disability (LTD) benefits plan to help eligible
employees cope with an illness or injury that results in a long-term absence from employment. LTD
is designed to ensure a continuing income for employees who are disabled and unable to work.

Employees in the following employment classifications are eligible to participate in the LTD plan:
  Regular Full-Time employees

Eligible employees may participate in the LTD plan subject to all terms and conditions of the
agreement between Angel Fire Resort and the insurance carrier.

Details of the LTD benefits plan including benefit amounts, and limitations and restrictions are
described in the Summary Plan Description provided to eligible employees. Contact the Human
Resources Department for more information about LTD benefits.

401(k) Savings Plan
Angel Fire Resort has established a 401(k) savings plan to provide employees the potential for future
financial security for retirement.

To be eligible to join the 401(k) savings plan, you must complete 12 months of service or 1000 work
hours and be 18 years of age or older. You may join the plan only during open enrollment periods
(January and July each year) following satisfaction of eligibility requirements. Eligible employees
may participate in the 401(k) plan subject to all terms and conditions of the plan.

The 401(k) savings plan allows you to elect how much salary you want to contribute and direct the
investment of your plan account, so you can tailor your own retirement package to meet your
individual needs.

Because your contribution to a 401(k) plan is automatically deducted from your pay before federal
and state tax withholdings are calculated, you save tax dollars now by having your current taxable
amount reduced. While the amounts deducted generally will be taxed when they are finally
distributed, favorable tax rules typically apply to 401(k) distributions.

Complete details of the 401(k) savings plan are described in the Summary Plan Description provided
to eligible employees. Contact the Human Resources Department for more information about the
401(k) plan.

Employee Assistance Program
Angel Fire Resort cares about the health and well-being of its employees and recognizes that a
variety of personal problems can disrupt their personal and work lives. While many employees solve
their problems either on their own or with the help of family and friends, sometimes employees need
                                                                                                     33
professional assistance and advice.

Through the Employee Assistance Program (EAP), Angel Fire Resort provides confidential access to
professional counseling services for help in confronting such personal problems as alcohol and other
substance abuse, marital and family difficulties, financial or legal troubles, and emotional distress.
The EAP is available to all employees offering problem assessment, short-term counseling, and
referral to appropriate community and private services.

The EAP is strictly confidential and is designed to safeguard your privacy and rights. Information
given to the EAP counselor may be released only if requested by you in writing. All counselors are
guided by a Professional Code of Ethics.

Personal information concerning employee participation in the EAP is maintained in a confidential
manner. No information related to an employee's participation in the program is entered into the
personnel file.

There is no cost for employees to consult with an EAP counselor. If further counseling is necessary,
the EAP counselor will outline community and private services available. The counselor will also let
employees know whether any costs associated with private services may be covered by their health
insurance plan. Costs that are not covered are the responsibility of the employee.

Minor concerns can become major problems if you ignore them. No issue is too small or too large,
and a professional counselor is available to help you when you need it. Call the EAP at 1-800-316-
2796 to contact an EAP counselor. Group Number is MUG-C7956

Flexible Spending Account (FSA)
Angel Fire Resort provides a Flexible Spending Account (FSA) program that allows employees to
have pre-tax dollars deducted from their salaries to pay for eligible out-of-pocket expenses. The pre-
tax contributions made to an FSA can be used to pay for predictable non-reimbursed health care
expenses and dependent care expenses during the plan year. Through the FSA program, you can
reduce your taxable income without reducing your real income, so that you can keep more of the
money you earn.

Employees in the following employment classifications are eligible to participate in the Flexible
Spending Account program:
   Regular full-time employees

Participation in the Health Care and/or Dependent Care FSA is optional and determined on an annual
basis for the plan year. You must enroll for each plan year. You determine how much to contribute to
the account, up to a specified maximum, based on anticipated expenses during the plan year. You
may contribute up to a maximum of 5,000 dollars each year for your Health Care FSA. The
maximum contribution for your Dependent Care FSA is 5,000 dollars per year. Contributions are
directed to the account through salary reduction on a pre-tax basis. This tax-free money is then
available to you for reimbursement of out-of-pocket expenses. Since the amounts that remain in the
account at the end of the plan year are forfeited, you should take care not to over-fund your account.

Details of the Flexible Spending Account program are described in the Summary Plan Description
(SPD). Contact Human Resources for more information on the Flexible Spending Account program
and to obtain enrollment and reimbursement forms and worksheets with examples of reimbursable

                                                                                                   34
and non-reimbursable expenses.

Upon termination the employee’s flex spending account will be brought to a $0 balance. Any money
invested but not spent will be added to the employee’s final paycheck. Any money spent but not yet
invested will be deducted from the employee’s final paycheck.

Other Employee Benefits

WINTER and SUMMER CHAIRLIFT PASS
     Regular employees are eligible for a free Season Ski and Summer Chairlift Pass. Subject to
     the limitations set forth in the Membership Dues/Employee Dependent Benefit Limitation on
     Page 19, the employee's spouse and dependents are also eligible for this benefit. Regular
     employees are also eligible for two free day tickets per month during the season, not to
     exceed eight day tickets; and six 50% discount day tickets (present your employee ID to the
     ticket office for day tickets).
       Full-time and Part-time Seasonal employees are eligible for a free Season Ski or Summer
       Chairlift Pass. Seasonal employees who have worked and completed three or more
       consecutive seasons are eligible for free spouse and dependent Season Ski or Summer
       Chairlift Passes. Seasonal employees are also eligible for four free day tickets, one per
       month; and two 50% day tickets (present your employee ID to the ticket office for day
       tickets). Dependent season passes are available for purchase at a reduced rate. See HR for
       more details.
       Contracted employees should check with HR for their own winter or summer privileges.

Season Ski or Summer Chairlift Passes and lift tickets are for the sole use of employees and their
families. They are not to be sold, exchanged or used for any monetary gain. Any employee who
abuses this policy is subject to disciplinary action to include termination. Note: All passes for
employees and dependents (under any employee classification) must be approved by HR via an
"Authorization Form" - to be completed in the HR Office. The employee must be present when all
passes or tickets are issued.

Meals
Angel Fire Resort offers a 25% meal discount to all classifications of employees. This discount
applies to regular menu prices and specified restaurants only. Employees must present proper
identification in order to obtain meal discounts. No discounts on alcohol.

Retail Shop
A 20% discount for retail goods is offered to all classifications of employees. Discounts are not
applicable to sale items.

Ski, Snowboard, and Mountain Bike Rental Shop
A 50% discount for rental equipment on a space-available basis for all employees, their spouses and
dependents. Busy weekends and holidays are excluded. Employees will follow established rental
procedures. Minor under 18 years of age require the signature on the rental release prior to renting
equipment.
                                                                                                 35
Ski and Snowboard School
Free group ski and snowboard lessons are available to all employees. Spouses and dependents are
eligible for a 50% discount rate. All lessons are given on a space available basis.

Resort Lodging
A discounted lodging rate is offered in the Angel Fire Resort Hotel for employees and their
immediate family. Lodging will not be discounted during blackout dates. For rates and availability
please stop by the Hotel Front Desk or Reservations office.

Payment of Membership Assessments
Regular Full-time employees and Full-time Seasonal employees who own residential property at
Angel Fire Resort may be eligible for membership assessment benefits. (Commercial property not
eligible). Eligible employees must be members of the Association of Angel Fire Property Owners
(AAFPO), current on membership dues, and in good standing. Angel Fire Resort will pay their
membership assessments pro-rata, based upon their full-time year round or full-time seasonal year
round anniversary date, provided that said employees have worked 1664 hours per anniversary year
as a full-time year round or full-time seasonal employee. Employees are responsible for any current
assessment portion pro-rata before their first eligible anniversary date.

It is the employee’s responsibility to submit the membership dues invoice to their supervisor no less
than one week prior to the due date. Invoices that are not submitted for payment prior the due date
will not be paid by Angel Fire Resort.

   Taxes
   The payment of membership dues is considered a fringe benefit and will therefore post to
   employees W2 as income and standard payroll taxes will apply. The payroll taxes associated with
   this income will be deducted from the employee’s paycheck as follows:
       For Charter members: October 2012
       For all other membership levels: May 2012

Employees that leave Angel Fire Resort for any reason are responsible pro-rata for any dues
paid on their behalf after the exit effective date, and will be withheld from their paycheck in
accordance with the Agreement for Withholding Charges (signed at Induction).

Employees who purchase property during the course of their employment must also meet eligibility
requirements as described above. Employees are responsible for on-time payment of any
assessments until they meet their first year anniversary date.

Returning Full-time seasonal employees who have been with the Resort for at least three
consecutive seasons and have completed 300 hours of work in each season and own a condominium,
lot or home may qualify for partial company-paid membership assessments. This assessment is on a
pro-rata basis for the months of employment with the Resort and applies only to the current
assessment year. The employee must work the entire Season to qualify for this benefit.

Eligible employees must be the primary owner of the qualifying property. Jointly owned properties
may qualify if ownership is within the employee’s immediate family. Eligible employees must apply
for the membership assessment benefit through their department manager. Contact Human
Resources for any questions regarding this benefit.

                                                                                                  36
Employees not in good standing who owe past due Resort membership dues should contact the Angel
Fire Resort’s legal department to make arrangements to pay or agree to participate in a payment plan
to become current on membership assessments. Payroll deductions shall be made pursuant to
payment plans agreed upon by the Employee.

Membership Dues/Employee Dependent Benefit Limitation
Employees’ must be current on all Resort membership dues for all properties owned and in good
standing with AAFPO to be eligible for any Angel Fire Resort employee dependent benefit(s) for use
of the Resort amenities including but not limited to, skiing, golf, exercise facilities, pool, tennis and
lake use.

Insurance for Seasonal Employees
Blue Transitions offers a short-term medical policy through Blue Cross Blue Shield of New Mexico.
Blue Transitions insurance and other individual insurance policies through other carriers are
available to all seasonal employees. Colonial Supplemental Insurance also offers accident insurance,
term insurance, short term disability insurance, and intensive care insurance at affordable rates. If
you have any questions regarding these programs, please contact Human Resources.

Golf Course
Regular employees and their dependents and summer Seasonal employees (but not their dependents)
are entitled to complimentary green fees based on availability. Regular employees who are identified
by Human Resources as "Approved Managers" are allowed complimentary golf cart privileges based
on availability. With a valid pass, Dependents of approved managers are eligible for a reduced cart
rate. All employees who exercise the use of this benefit will golf only during off -peak hours of the
day as established by the Angel Fire Resort Director of Golf.

Monte Verde Lake
Regular employees and their dependents and
Seasonal employees (but not their dependents) are
entitled to fishing privileges at Monte Verde Lake at
no charge. Bait, tackle and boat rental prices still
apply.




                                                                                                      37
                                          PAYROLL
Timekeeping
Accurately recording time worked is the responsibility of every nonexempt employee. Time worked
is the time actually spent on the job performing assigned duties.

Nonexempt employees should accurately record the time they begin and end their work, as well as
the beginning and ending time of each meal period. They should also record the beginning and
ending time of any split shift or departure from work for personal reasons. Overtime work must
always be approved before it is performed.

Altering, falsifying, tampering with time records, or recording time on another employee's time
record will not be tolerated, and will be subject to disciplinary action up to and including termination.

Nonexempt employees need to report to work as scheduled and report no more than 15 minutes prior
to their scheduled starting time nor stay more than 15 minutes after their scheduled stop time without
expressed, prior authorization from their supervisor.

It is the employees' responsibility to certify the accuracy of all time recorded. The supervisor will
review and verify the time record before submitting it for payroll processing. In addition, if
corrections or modifications are made to the time record, both the employee and the supervisor must
verify the accuracy of any changes to the time record.

Paydays
All employees are paid biweekly every other Thursday. Each paycheck will include earnings for all
work performed through the end of the previous payroll period. Employees are to pick up their
paychecks from their supervisors.

In the event that a regularly scheduled payday falls on a day off such as a weekend or holiday,
employees will be paid on the first day of work following the regularly scheduled payday.

Employees may have pay directly deposited into their bank accounts if they provide advance written
authorization to Angel Fire Resort. Employees will receive an itemized statement of wages when
Angel Fire Resort makes direct deposits.

Pay Advances
Angel Fire Resort does not provide pay advances on wages to employees.

Administrative Pay Corrections
Angel Fire Resort takes all reasonable steps to ensure that employees receive the correct amount of
pay in each paycheck and that employees are paid promptly on the scheduled payday.
In the unlikely event that there is an error in the amount of pay, including PTO accrual and
deductions, the employee must bring the discrepancy to the attention of his/her direct supervisor
within 30 days from the date that the paycheck was printed, who will contact the Payroll Department,
so that corrections can be made as quickly as possible. Corrections will not be made if the
discrepancy is brought to the attention of the supervisor after the 30 day time limit.


                                                                                                      38
Pay Deductions and Setoffs
The law requires that Angel Fire Resort make certain deductions from every employee's
compensation. Among these are applicable federal, state, and local income taxes. Angel Fire Resort
also must deduct Social Security taxes on each employee's earnings up to a specified limit that is
called the Social Security "wage base." Angel Fire Resort matches the amount of Social Security
taxes paid by each employee.

Angel Fire Resort offers programs and benefits beyond those required by law. Eligible employees
may voluntarily authorize deductions from their pay checks to cover the cost of participation in these
programs.

Pay setoffs are pay deductions taken by Angel Fire Resort, usually to help pay off a debt or
obligation to Angel Fire Resort.

If you have questions concerning why deductions were made from your pay check or how they were
calculated, your supervisor can assist in having your questions answered.

Overtime
When operating requirements or other needs cannot be met during regular working hours, employees
may be scheduled to work overtime hours. When possible, advance notification of these mandatory
assignments will be provided. All overtime work must receive the supervisor's prior authorization.
Overtime assignments will be distributed as equitably as practical to all employees qualified to
perform the required work.

Overtime compensation is paid to all nonexempt employees in accordance with federal and state
wage and hour restrictions. Overtime pay is based on actual hours worked. Time off on sick leave,
vacation leave, or any leave of absence will not be considered hours worked for purposes of
performing overtime calculations.

Failure to work scheduled overtime or overtime worked without prior authorization from the
supervisor will not be tolerated.




                                                                                                   39
                                              OTHER
Trash
Every employee, everywhere, at all times will exhibit pride in the Angel Fire Resort community by
picking up trash. Please use recycling receptacles where appropriate.

Line Courtesy
There is no line cutting privileges for employees at any lift line or at any retail cashier station, unless
it is a critical part of the employee’s job duties.

Exit Interviews
The purpose of the exit interview is to encourage separating employees to provide Angel Fire Resort
with comments and suggestions, which may benefit working conditions and operations. Personal
interviews are available and are encouraged. You or your supervisor may contact Human Resources
to schedule an exit interview.

Immigration Law Compliance
Angel Fire Resort is committed to employing only United States citizens and aliens who are
authorized to work in the United States and does not unlawfully discriminate on the basis of
citizenship or national origin.

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a
condition of employment, must complete the Employment Eligibility Verification Form I-9 and
present documentation establishing identity and employment eligibility. Former employees who are
rehired must also complete the I-9.

Employees with questions or seeking more information on immigration law issues are encouraged to
contact the Human Resources Department. Employees may raise questions or complaints about
immigration law compliance without fear of reprisal.

Conflicts of Interest
We must avoid any relationship or activity that might impair, or even appear to impair, our ability to
make objective and fair decisions when performing our jobs. At times, we may be faced with
situations where the business actions we take on behalf of Angel Fire Resort may conflict with our
own personal or family interests because of the course of action that is best for us personally may not
also be the best course of action for Angel Fire Resort. We owe a duty to Angel Fire Resort to
advance its legitimate interests when the opportunity to do so arises. We must never use Angel Fire
Resort property or information for personal gain or personally take for ourselves any opportunity that
is discovered through our position with Angel Fire Resort.

    Here are some other ways in which conflicts of interest could arise:

    •   Being employed (you or a close family member) by, or acting as a consultant to, a competitor
        or potential competitor, supplier or contractor, regardless of the nature of the employment,
        while you are employed with Angel Fire Resort. See Employment section for related policy:
        Hiring and Supervising Relatives, page 17.
                                                                                                         40
•   Hiring or supervising family members or closely related persons. See Employment section
    for related policy: Hiring and Supervising Relatives, page 17.
•   Serving as a board member for an outside commercial company.
•   Owning or having a substantial interest in a competitor, supplier or contractor.
•   Having a personal interest, financial interest or potential gain in any Angel Fire Resort
    transaction.
•   Placing company business with a firm owned or controlled by an Angel Fire Resort employee
    or his or her family.
•   Accepting gifts, discounts, favors or services from a customer/potential customer, competitor
    or supplier, unless equally available to all Angel Fire Resort employees. Determining
    whether a conflict of interest exists is not always easy to do. Employees with a conflict of
    interest question should seek advice from management. Before engaging in any activity,
    transaction or relationship that might give rise to a conflict of interest, employees must seek
    review from their managers or the HR department.

Gifts, Gratuities and Business Courtesies:
 Angel Fire Resort is committed to competing solely on a merit of our products and services. We
should avoid any actions that create a perception that favorable treatment of outside entities by
Angel Fire Resort was sought, received or given in exchange for personal business courtesies.
Business courtesies include gifts, gratuities, meals, refreshments, entertainment or other benefits
from persons or companies with whom Angel Fire Resort does or may do business. We will
neither give nor accept business courtesies that constitute, or could reasonably be perceived as
constituting, unfair business inducements that would violate law, regulation or polices of Angel
Fire Resort or customers, or would cause embarrassment or reflect negatively on Angel Fire
Resort’s reputation.

Accepting Business Courtesies:
Most business courtesies offered to us in the course of our employment are offered because of
our positions at Angel Fire Resort. We should not feel any entitlement to accept and keep a
business courtesy. Although we may not use our position at Angel Fire Resort to obtain business
courtesies, and we must never ask for them, we may accept unsolicited business courtesies that
promote successful working relationships and good will with the firms that Angel Fire Resort
maintains or may establish a business relationship with. Employees who award contracts or who
can influence the allocation of business, who create specifications that result in the placement of
business or who participate in negotiation of contracts must be particularly careful to avoid
actions that create the appearance of favoritism or that may adversely affect the company's
reputation for impartiality and fair dealing. The prudent course is to refuse a courtesy from a
supplier when Angel Fire Resort is involved in choosing or reconfirming a supplier or under
circumstances that would create an impression that offering courtesies is the way to obtain Angel
Fire Resort business.

Meals, Refreshments and Entertainment:
We may accept occasional meals, refreshments, entertainment and similar business courtesies
that are shared with the person who has offered to pay for the meal or entertainment, provided
that:

•   They are not inappropriately lavish or excessive.
•   The courtesies are not frequent and do not reflect a pattern of frequent acceptance of
    courtesies from the same person or entity.
•   The courtesy does not create the appearance of an attempt to influence business decisions,
                                                                                           41
       such as accepting courtesies or entertainment from a supplier whose contract is expiring in
       the near future.
   •   The employee accepting the business courtesy would not feel uncomfortable discussing the
       courtesy with his or her manager or co-worker or having the courtesies known by the public.

   Gifts:
   Employees may accept unsolicited gifts, other than money, that conform to the reasonable ethical
   practices of the marketplace, including:
   • Flowers, fruit baskets and other modest presents that commemorate a special occasion.
   • Gifts of nominal value, such as calendars, pens, mugs, caps and t-shirts (or other novelty,
       advertising or promotional items).

   Generally, employees may not accept compensation, honoraria or money of any amount from
   entities with whom Angel Fire Resort does or may do business. Tangible gifts (including tickets
   to a sporting or entertainment event) that have a market value greater than $100 may not be
   accepted unless approval is obtained from management. Employees with questions about
   accepting business courtesies should talk to their managers or the HR department.

   Offering Business Courtesies:
   Any employee who offers a business courtesy must assure that it cannot reasonably be
   interpreted as an attempt to gain an unfair business advantage or otherwise reflect negatively
   upon Angel Fire Resort. An employee may never use personal funds or resources to do
   something that cannot be done with Angel Fire Resort resources. Accounting for business
   courtesies must be done in accordance with approved company procedures. Other than to our
   government customers, for whom special rules apply, we may provide non-monetary gifts (i.e.,
   company logo apparel or similar promotional items) to our customers. Further, management may
   approve other courtesies, including meals, refreshments or entertainment of reasonable value,
   provided that:
   • The practice does not violate any law or regulation or the standards of conduct of the
       recipients organization.
   • The business courtesy is consistent with industry practice, is infrequent in nature and is not
       lavish.
   • The business courtesy is properly reflected on the books and records of Angel Fire Resort.

Outside Employment
An employee may hold a job with another organization as long as he or she satisfactorily performs
his or her job responsibilities with Angel Fire Resort. All employees will be judged by the same
performance standards and will be subject to Angel Fire Resort's scheduling demands, regardless of
any existing outside work requirements.

If Angel Fire Resort determines that an employee's outside work interferes with performance or the
ability to meet the requirements of Angel Fire Resort as they are modified from time to time, the
employee may be asked to terminate the outside employment if he or she wishes to remain with
Angel Fire Resort. Outside employment will present a conflict of interest if it has an adverse impact
on Angel Fire Resort.




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Access to Personnel Files
Angel Fire Resort maintains a personnel file on each employee. The personnel file includes such
information as the employee's job application, resume, records of training, documentation of
performance appraisals and salary increases, and other employment records.

Personnel files are the property of Angel Fire Resort, and access to the information they contain is
restricted. Generally, only supervisors and management personnel of Angel Fire Resort who have a
legitimate reason to review information in a file are allowed to do so.

Employees who wish to review their own file should contact the Human Resources Department.
With reasonable advance notice, employees may review their own personnel files in Angel Fire
Resort's Human Resources office and in the presence of an individual appointed by Angel Fire
Resort to maintain the files.

Fraud Policy
Angel Fire Resort is committed to upholding the highest standards of personal and business integrity
and to practicing the values of honesty, trust, fairness, respect and responsibility. It therefore
promotes an organizational culture that will not tolerate any act of fraud or corrupt conduct. Fraud
costs the Resort and employees substantial monies every year that could be used for the benefit of the
Resort and its employees.

This policy is designed to expose any fraud committed by employees, customers, clients, vendors or
other third parties. This policy applies to all employees.

Fraud is the use of one’s occupation for personal enrichment through the deliberate misuse or
misapplication of the Resort’s resources or assets. It may involve, but is not limited to, the
following:
    • Breach of fiduciary duty.
    • Bribery.
    • Concealment of material facts.
    • Theft of money or physical property.
    • Theft of business secrets or intellectual property.
    • Receiving “kickbacks or other items of value” from a vendor or third party, and
    • Any statutory offenses.

Angel Fire Resort will not tolerate any act of fraudulent or corrupt conduct. Any suspected or actual
incidence of fraud must be reported immediately to the Resort’s legal counsel. Employees may
report suspected Fraud anonymously by submitting a writing statement and providing it to the
Resort’s legal department. Any violation of this policy will result in disciplinary action including
termination.

Time Off to Vote
Angel Fire Resort encourages employees to fulfill their civic responsibilities by participating in
elections. Generally, employees are able to find time to vote either before or after their regular work
schedule. If employees are unable to vote in an election during their nonworking hours, Angel Fire
Resort will grant up to 2 hours of paid time off to vote.

Employees should request time off to vote from their supervisor at least two working days prior to
                                                                                                    43
the Election Day. Advance notice is required so that the necessary time off can be scheduled at the
beginning or end of the work shift, whichever provides the least disruption to the normal work
schedule.

Jury Duty
AFR encourages employees to fulfill their civic responsibility by serving jury duty when required.
Full-time year-round employees may be eligible for up to three (3) days paid jury duty leave. Upon
receipt of court notice that the employee is being called to jury service, the employee must promptly
notify his/her immediate supervisor as to possible dates of service.

Jury fees, travel reimbursements, and per diem paid by the court to AFR employees shall be retained
by the employees. In addition, employees shall be eligible to receive their then-current AFR wages
for up to three (3) days of jury duty service. If the employee serves longer than three (3) days on the
jury, employees may then begin utilizing accumulated paid time off, or may take off the additional
days without pay. To be eligible for this benefit, employees must submit proof of jury service to the
Resort’s Human Resources and Payroll Departments during the pay period the leave is taken.

Accrual of benefits, such as paid time off, or other benefits, will continue during eligible jury duty
leave.

Smoking
New Mexico passed legislation to provide a safe and healthful work environment for all employees
in the state. Angel Fire Resort is committed to upholding this legislation and therefore, smoking in
the workplace is prohibited except in those locations that have been specifically designated as
smoking areas.

This policy applies equally to all employees, customers, and visitors. Resort employees will not
smoke in view of the guests and must be 35 feet from entrances or doorways. Employees also have a
responsibility to keep smoking areas litter free, not abuse break rules, and not smoke in public in
uniform.

Use of Equipment and Vehicles
Equipment and vehicles essential in accomplishing job duties are expensive and may be difficult to
replace. When using property, employees are expected to exercise care, perform required
maintenance, and follow all operating instructions, safety standards, and guidelines.

Please notify the supervisor if any equipment, machines, tools, or vehicles appear to be damaged,
defective, or in need of repair. Prompt reporting of damages, defects, and the need for repairs could
prevent deterioration of equipment and possible injury to employees or others. The supervisor can
answer any questions about an employee's responsibility for maintenance and care of equipment or
vehicles used on the job.

The improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, as
well as excessive or avoidable traffic and parking violations, can result in disciplinary action, up to
and including termination of employment.




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Eligible Drivers for Resort owned vehicles
Any employee driving a Resort licensed vehicle must be cleared and authorized by the Resort’s
insurance company in order to drive a resort vehicle.
        Typically, eligible drivers must:
           • Be at least 21 years old (25 if transporting guests & have CDL License)
           • Have a minimum of four years driving experience
           • An acceptable driving record to be determined by the insurance company
           • Have a valid license
           • Be familiar with the vehicles to be used or given instruction prior to driving insured
              vehicles.
           • Participate in Safe Drivers course as available

The Carrier may restrict driving duties for any driver with 3 or more moving violations.
A copy of the Insurance eligibility requirements may be obtained from Human Resources.

        Eligible drivers of Resort owned off-road vehicles:
        The minimum requirements for a resort employee to drive an off road, equipment,
        snowmobiles, ATV or other off-road vehicle is as follows:
           • Be at least 18 years old
           • Have a valid driver’s license
           • No major driving violations
           • Must successfully complete off-road vehicle training

Business Travel Expenses
Angel Fire Resort will reimburse employees for reasonable business travel expenses incurred while
on assignments away from the normal work location. All business travel must be approved in
advance by the Department Manager.

Employees whose travel plans have been approved are responsible for making their own travel
arrangements.

When approved, the actual costs of travel, meals, lodging, and other expenses directly related to
accomplishing business travel objectives will be reimbursed by Angel Fire Resort. Employees are
expected to limit expenses to reasonable amounts.

   Expenses that generally will be reimbursed include the following:

   •   Mileage costs for use of personal cars, only when less expensive transportation is not
       available. However, a request for a company vehicle is a required as a standard.
   •   Cost of standard accommodations in low to mid-priced hotels, motels, or similar lodgings.
   •   Cost of meals, no more lavish than would be eaten at the employee's own expense.

Employees who are involved in an accident while traveling on business must promptly report the
incident to their immediate supervisor. Vehicles owned, leased, or rented by Angel Fire Resort may
not be used for personal use without prior approval.

When travel is completed, employees should submit completed travel expense reports within 30

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days. Reports should be accompanied by receipts for all individual expenses.

Employees should contact their supervisor for guidance and assistance on procedures related to travel
arrangements, expense reports, reimbursement for specific expenses, or any other business travel
issues.

Abuse of this business travel expenses policy, including falsifying expense reports to reflect costs not
incurred by the employee, can be grounds for disciplinary action, up to and including termination of
employment.

Workplace Monitoring
Workplace monitoring may be conducted by Angel Fire Resort to ensure quality control, employee
safety, security, and customer satisfaction.

Employees who regularly communicate with customers may have their telephone conversations
monitored or recorded. Telephone monitoring is used to identify and correct performance problems
through targeted training. Improved job performance enhances our customers' image of Angel Fire
Resort as well as their satisfaction with our service.

Computers furnished to employees are the property of Angel Fire Resort. As such, computer usage
and files may be monitored or accessed.

Angel Fire Resort may conduct video surveillance of non-private workplace areas. Video monitoring
is used to identify safety concerns, maintain quality control, detect theft and misconduct, and
discourage or prevent acts of harassment and workplace violence.

Because Angel Fire Resort is sensitive to the legitimate privacy rights of employees, every effort will
be made to guarantee that workplace monitoring is done in an ethical and respectful manner.

Security Inspections
Angel Fire Resort wishes to maintain a work environment that is free of illegal drugs, alcohol,
firearms, explosives, or other improper materials. To this end, Angel Fire Resort prohibits the
possession, transfer, sale, or use of such materials on its premises. Angel Fire Resort requires the
cooperation of all employees in administering this policy.

Desks, lockers, and other storage devices may be provided for the convenience of employees but
remains the sole property of Angel Fire Resort. Accordingly, they, as well as any articles found
within them, can be inspected by any agent or representative of Angel Fire Resort at any time, either
with or without prior notice.

Angel Fire Resort likewise wishes to discourage theft or unauthorized possession of the property of
employees, Angel Fire Resort, visitors, and customers. To facilitate enforcement of this policy,
Angel Fire Resort or its representative may inspect not only desks and lockers but also persons
entering and/or leaving the premises and any packages or other belongings. Any employee who
wishes to avoid inspection of any articles or materials should not bring such items onto Angel Fire
Resort's premises.



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Suggestion Program
All Angel Fire Resort employees are encouraged to share their ideas and suggestions with
management.

A suggestion is an idea that will benefit Angel Fire Resort by solving a problem, reducing costs,
improving operations or procedures, enhancing customer service, eliminating waste or spoilage, or
making Angel Fire Resort a better or safer place to work. Statements of problems without
accompanying solutions, or recommendations concerning co-workers and management are not
appropriate suggestions.

Please bring any suggestions to your supervisor or to Human Resources.

Lost and Found Articles
Angel Fire Resort enjoys the company of many thousands of visitors each year. Every year, guests
leave, loose or misplace personal property. If you should find any such item on Angel Fire Resort
property, it is your responsibility to turn it in to the designated "Lost and Found" areas established at
the Resort. "Lost and Found" areas include Guest Services, Ticket Office, Children's Ski School,
Angel Fire Resort Hotel Front Desk, and Security. Any employee not complying with this policy or
removing items from the lost and found areas will be subject to disciplinary action up to and
including termination.




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                             Creating Guests for Life
What do we all have in common? We are all Angel Fire Resort employees with a shared vision
to “Create Guests for Life.”

It is everyone’s individual responsibility to contribute to the overall goal of creating guests for
life. Imagine, for a second, what Angel Fire Resort would be like without any customers, without
any guests. Honestly, if that were the case, none of us would be here. We need customers and we
need them to come back year after year and thoroughly enjoy being guests at Angel Fire Resort.
This takes a shared commitment to customer service, cleanliness, organization, planning,
teamwork, personal appearance standards, helpfulness and friendliness, attention to the details,
smiling, having fun and working safely to name just a few necessities.

Our guests come to Angel Fire Resort for a resort experience that is all inclusive. Most choose
to do many activities during their visit such as stay in the hotel, have a great meal, play a round
of golf, ski and snowboard, snow tube, fish, ride the chairlift and take a yoga class. They see this
place as one resort, not a bunch of individual departments and they expect us to view the resort
in the same way.

Our guests see you as an employee of Angel Fire Resort, not simply as a Food and Beverage
employee or Bike Park employee or a Lift Mechanic or a Housekeeper and they expect you to
know everything about the resort in order to answer their questions and give advice. Since it is
your responsibility to contribute to the goal of creating guests for life it is essential that you
become very familiar with all aspects of this resort and everything it has to offer.

Guests are always impressed when you answer their questions and give them good advice, you
could be the hero and the expert in their eyes! If you happen to be a server here in Elements and
the family having dinner asks you about the disc golf course and you are able to answer their
questions they will be very impressed and wowed and very appreciative of how helpful you
were. When a guest asks you a question, it is never acceptable to respond “I don’t know” unless
the “I don’t know” is followed by “but I will find out right away.”

Please don’t lose sight of the overall goal of creating guests for life. Everyday, seek out the
opportunity to wow a guest and be a hero simply be being knowledgeable about our Resort.

   -   Contributed by: Maya Lengerich




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