ALTA LODGE
EMPLOYEE HANDBOOK
2021 - 2022
A L T A
L O D G E
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Hello.
Welcome to Alta Lodge
We hope you will enjoy being in Little Cottonwood Canyon, make some great friends, and get lots of Alta snow. These pages will give you some guidelines for working and living at the Lodge.
Inevitably there are many rules here, especially with new guidelines and policies relating to Covid- 19. Still, we hope that
above all, your sense of responsibility and regard for others will guide you here at the Lodge.
We are here because we love Alta, the mountains, and skiing. Alta
Lodge is more than a business or a livelihood for us –it’s a way of life and a labor of love.
The Levitt family has owned and operated Alta Lodge for over sixty years and continues to guide the Lodge’s vision and values.
Our vocation is to provide the best possible experience for our guests in Alta.
The values that advance our goals are:
• dedication to excellent dining and lodging • genuine empathy and care for our guests
• good faith and integrity in our relationships with each other, our guests, our community, our vendors, and all others we meet in our work
• diligence and faithfulness to making a great future for the Lodge for our ownership, our guests, and our employees
• care for our environment and community
If we ever fall short of those values, we want to hear from you. We are also happy to hear from you when things are going well and have a great experience.
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Content. History.............................................................. 004 Expectations.................................................... 006 Hospitality........................................................ 008 Pay & Benefits.................................................. 010 Discrimination & Sexual Harrassment........... 016 Other Important Things ................................. 017 Lodge IT Policy................................................ 023
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A Brief History. Alta | Ski Areas | Alta Lodge
Alta has a long and colorful history. In the 1860s, Union soldiers posted in the Utah Territory discovered silver in Little Cottonwood Canyon.
Eventually, the strike produced what was to that time
business, working by permit on US Forest Service
one of the most significant yields of silver ore in the
lands of over 2200 acres, including Collins Gulch (to
world. The miners built an ore car tram extending from
the top of 11,068 foot Mt. Baldy) and Albion Basin from
high in Grizzly Gulch to Tanner’s Flat at mid-canyon,
Germania Pass to Catherine Pass. Over the years,
over 5 miles. At the height of the mining boom, Alta
independent lodges, shops, and other businesses
had over 3000 residents and 26 saloons. When the
have been created on the mountain. In the meantime,
Big Emma mine faulted out in the 1870s, a political
Alta Ski Area has maintained a high quality of skiing
scandal erupted, President Grant’s administration
by resisting industry trends toward over-development
nearly brought down President Grant’s administration.
and massive groomed ski runs. Our traditions of
In February 1885, a massive avalanche hit Alta’s
independent businesses and dedication to skiing
town, killing 15 people, destroying many of the town’s
continue today, contributing to Alta’s unique spirit.
buildings, and leaving 50 feet of snow on Main Street,
The Town of Alta was incorporated in 1970. The
where the Alta transfer tow is now located. A second, less substantive mining boom in the 1910s and mining continued sporadically until the 1970s. Many remnants of the mining days are still visible today. In 1939, Alta Ski Area opened, with the construction of a single-chair lift – the second chairlift in the country – built from a silver-era ore tram in about the exact location as the lower section of today’s Collins lift. The Utah Winter Sports Association operated the chair, which carried skiers to the present Watson Shelter area. Alta Ski Area today is a locally-owned private
town has a full-time police department and provides local emergency and utility services, land-use planning, and government. In 1972, Snowbird opened just down the canyon from Alta, eventually adding over 2500 acres of lift-accessed skiing and snowboarding to Little Cottonwood Canyon. With a 125-person tram taking skiers to the top of Hidden Peak in eight minutes, and with most businesses operating as part of Snowbird Corporation, a lively resort atmosphere has been developed.
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Bill Levitt bought Alta Lodge in 1959, and the Levitt family still owns and operates the Lodge today. Bill died in 2009, having spent over 50 years of his life in
Alta. Bill served as Mayor of the Town of Alta for over 32 years. Bill had a profound and lasting influence
not only on Alta Lodge but on Alta, its community,
The Levitt Family
and the preservation of its open spaces.
In 1983, Mimi Levitt, Bill Levitt, and several others founded the non-profit Alta Defense Fund, now called Friends of Alta, to preserve Albion Basin and Alta’s open spaces. Today, Friends of Alta continues to lead efforts to protect Alta’s environment and resist the pressure for uncontrolled growth and real estate development common in many ski areas. Alta Lodge has been in operation for 80 years. The Lodge was built by the Denver & Rio Grande Railroad Company and opened on November 29, 1940, as Alta’s first ski hotel. Over the years, we have hosted actor Errol Flynn, author William F. Buckley, Jr., economist Milton Friedman, many political figures. Many guests come back year after year to enjoy the great skiing and our intimate, relaxed atmosphere. The original Lodge building consisted of 20 tiny rooms, many of which are still in use. The 1960s saw several additions to the Lodge, first the middle wing (the 20s, 30s, and 40s hallways) and then the east wing (the 100s and 200s). Other later additions include the Pools building, where the saunas and hot pools are located, the Deck Room, and the expanded Dining Room. Mt. Superior and lower Little Cottonwood view Canyon. The Lodge’s ongoing success is based on fine food and lodging and our service to our guests. Because our guests return repeatedly, we get to know many of them on a first-name basis and develop long-lasting friendships. This is uncommon in the lodging business, where guests are often known only by their reservation or room number. We like to get to know our guests, and we encourage them to get to know us and each other.
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Our Expectations. An Employee Guide
We expect you to join us in our mission to provide the best experience in Alta for every one of our guests. We do our very best to serve our guests while they are here. Without our guests, we would not be here today. Sometimes a guest may make a difficult situation for us, but remember that they will be leaving soon, and we will stay on to enjoy Alta for the rest of the season. As the sign inside the employee Room door says: “All our guests give us pleasure... some when they arrive, some when they leave.” A friendly, positive attitude and a genuine interest in our guests and their comfort go a long way toward making a great experience for them. It is never acceptable to be rude or sarcastic to a guest or to ignore a guest. Never criticize a guest publicly, or confront a guest either publicly or privately. Nobody has ever won an argument with a customer. If there is a problem with a guest’s behavior, or if you think you need to tell a guest “no,” politely excuse yourself, find a manager, and explain the situation to the manager. It is the manager’s job to deal with that situation. If someone asks you a question and you don’t know the answer, please say so. Don’t guess. In a seasonal business, it is wonderful to say, “I don’t know, but let me find someone who can help you with that.” Then follow through right away and direct them to your manager or the Manager on Duty for help. If a guest ever has a complaint, a problem, or just seems dissatisfied – even if the guest’s concern does not seem reasonable – let a manager know all of the details so that we can follow up. Sometimes, we need to address a more significant issue, which may not be apparent from what the guest tells you.
DRESS CODE. You are expected to report to work at your scheduled time, neat and clean, ready to work, and in a clean and complete uniform if required in your department. Please keep your hair neat and clean. In general, we don’t allow dreadlocks for employees working in guest service. Please keep your clothes clean, and use deodorant. Shorts or sandals are not permitted while working in public areas of the Lodge during the ski season. We do not have written rules for every possible issue relating to your appearance, but all employees are subject to the supervision of their grooming and appearance. Men are required to shave daily — beards and mustaches have to be kept neatly trimmed daily. Frostbite or sunburn are not valid excuses not to shave. Please cover up to protect yourself, and if it does happen, use an electric razor. You are responsible for keeping your uniform clothing clean and returning it at the end of the season. You may be charged $25 per occurrence for lost uniform clothing or lost lodge keys. TRAVEL. If you live outside the Lodge, please remember that it is your responsibility to get to the Lodge each day for work. That means it is your responsibility to stay informed of plans for Interlodge and road closures. Current road information is posted at townofalta.com and on the Town of Alta Twitter feed: @altacentral. Interlodge and road closures are not valid excuses to miss work, and in that event, you may be scheduled to make up missed hours at times convenient for the Lodge. If you are working the next day and snow is forecasted, you may need to stay in the Lodge to be sure you will make it to work on time the next day. Talk to the Manager on Duty to get a place to sleep. If you are working in the morning, we will do our best to get you a guest bedroom to sleep in.
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WORKING HOURS + OVERTIME.
SHIFT BREAK PROTOCOL.
Breaks during your shift have to be approved in advance with your supervisor. You may not make or receive personal phone calls during your shift unless you are on a break, except with your supervisor’s permission. You must keep your phone in silent mode while you are working. Music players, headphones, and earbuds are not allowed while working, except in non-public areas.
We pay for 30 minutes of meal break time per shift if the shift is at least 6 hours (including the meal break). Part of the reason we pay for a meal break (which is not usually required by law) is that employees are considered on-call during meals. Also, it is for the Lodge’s good and the emp’s interest that employees eat during the workday. If an employee misses regular employee mealtime because of work demands, the kitchen can usually make them something or food available. The meal break is paid if taken during a Lodge shift for a meal; i.e., the employee worked before the meal, ate a meal, and worked after the meal. If the meal break is not taken, it is not added on as extra work time.
TRADING SHIFTS. If you want to trade shifts with someone in your department, the trade must be approved and initiated by your department head ahead of time and posted on the schedule. Your manager can’t referee misunderstandings about shifts that were supposed to have been covered or owed. Unless there is a posted and approved trade, the person on the regular schedule is responsible for the shift. ATTENDANCE EXPECTATIONS + POLICIES. Employees are expected to be at work on time and working when the working day or shift begins. To come in and eat a meal, read the paper, or hang out, etc., is not within the definition of working. If for any reason you have to be late or absent, give your department head or the Manager on Duty as much notice as possible before your shift begins. Being late or absent places an extra burden on your supervisor and especially on other employees. If you are late or absent without being excused, you should expect to be called on to make up the time missed, on short notice, and at the convenience of your department manager. If you can’t come to work due to illness or injury, you are expected to make the first effort at finding another employee in your department to cover your shifts (either for extra pay from the Lodge or as a shift trade if you are not using sick days). In unusual cases, such as illness in your department or Interlodge, you may be required to work overtime. When overtime coverage is needed, we try to find people who want to work overtime, but if we need you to work overtime, it is considered part of your job duties and not optional. Alta will pay all overtime and will pay work hours exceeding 40 hours per week at 1½ time. If you would instead get comp time off to make up for overtime worked, we will try our best to do that.
For each 3-plus hours worked before a meal break and/ or after a meal break, we pay for a 10- minute break (this could be taken in multiple shorter intervals such as for personal phone calls). Using the restroom or filling your coffee mug is not considered a break. If the break is not taken, it is not added on as extra work time. Employees usually need to be available during a break in case a guest needs immediate help. WORKING HOLIDAYS. As a ski hotel and a restaurant, we are often at our busiest on holidays. This means that the usual holidays, such as Thanksgiving, Christmas, and New Year’s Day, are not holidays for us. You are expected to work on your scheduled workdays regardless of whether they are holidays unless your supervisor has scheduled your shift differently. AUTO LIABILITY EXPECTATIONS. If you drive your vehicle on the Alta Lodge business, you must have auto liability insurance of at least $100,000 per person and $300,000 per occurrence. Employees who drive Lodge vehicles (Managers, Maintenance, Handy, and Kids’ Program) must provide the Lodge with a driver’s license number, state, and expiration date.
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Hospitality. /ˌhäspəˈtalədē/ noun the friendly and generous reception and entertainment of guests, visitors, or strangers.
Hospitality means acting in a generous and welcoming way to guests and creating a comfortable environment for guests. It is also the name of the business we are in. The Lodge is for all of us, as well as for our guests. However, our role is not the same as the role of our guests. They are guests – we are hosts. If you are working on shift, your role as a host is pretty apparent. If you are not working, it’s a little more subtle. Most of us don’t want to be hosts all of the time. That’s one reason we have employeeonly spaces such as the Employee Room. In public areas such as the Lobby, Deck Room, Dining Room, or Sitzmark, we are all hosts to our guests, regardless of whether we are working. That does not mean carrying bags or serving food and drinks to our guests while we are not on shift. It does, however, mean finding or politely directing guests to someone who can help. Also: • Ten employees lounging around the Lobby or Deck Room, with feet on the tables, does not make it feel like an inviting space for our guests. • If the Lobby’s middle area in front of the fireplace seems like a nice place to hang out, please consider that our guests would probably like to hang out there also. Please don’t put them in the position of wanting to sit there but not asking you to move because they don’t want to be rude. • Don’t hang out with your friend who is serving at Tea Time – especially not behind the service table, but anywhere. Their focus needs to be on guests, and your presence presents a health and safety issue. Please consider what it is like to go into a business place where the employees’ attention is more on each other than it is on you. If you want to help out or graciously cover for your friend – that’s great. • If you are going to be in the Deck Room at
Tea Time having tea and a snack, you are accepting the host’s role, and you should be a welcoming host to our guests — chatting with them about their ski day, not ignoring them, etc. • A posse of six employees hanging out on skis right in front of the locker room skiout does not feel welcoming for most guests coming or going from skiing. • Don’t leave your ski clothes or gear in public areas such as the Lobby, Deck Room, or Locker Rooms. • Smoking (including vaping) is against the law within 25 feet of any doorway. More critical, smoking anywhere near doors or windows makes an unpleasant and unwelcome area for guests; please don’t do it. Please don’t smoke when in uniform. Some of the above are actual rules, and they are all examples of what does and does not feel like hospitality. When you are in the Lodge, please keep in mind how your behavior might make our guests feel. When you meet up with a guest in the Lodge, in the lobby, in a hallway, etc., please step to the side, be mindful of physical distancing, make eye contact, and say hello.
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GUEST'S PRIVACY. Many of our guests enjoy getting to know us, and we become friends with many guests. At the same time, we maintain a professional way of relating to guests. Referring to guests in the third person has the potential to be awkward. When necessary, merely saying “the guest at...” or “our guest” is often best. Avoid describing guests by their age (unless they are children) or by other personal characteristics that might be considered unflattering. Some guests may not appreciate being addressed as “Ma’am” or “Sir.” Generally, avoid saying “no problem”; it implies that there could be a problem. When a guest says “thank you,” usually the best response is “my pleasure” or “thanks.” Always maintain the privacy of our guests’ stays at the Lodge, names and other personal information, comings, and goings. If a guest wants to contact another guest, relay the second guest’s message rather than contact information. When entering a guest room (assuming there is not a do-not-disturb hanger on the door), knock twice; if there is no answer, open the door slightly, knock again and announce yourself: “Housekeeping”; “Bellhop,” etc. When you are in a guest room, keep the door open.
Safety & Security Although Alta is generally a safe and peaceful place, please be alert if the safety of our guests, employees, or others ever seems to be in question. When in doubt, a manager, other employees, or the Alta Marshal can always be called:
801.742.3522
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Pay & Benefits. blurb
Base Pay
Pay Period
Starting pay for full-time live-in
Pay periods end and start every
seasonal winter employees is
other Sunday night at midnight.
$1350 per month for the 2020-
Payday is every other Thursday,
2021 season. The Lodge may
so if payday is not the upcoming
change salary rates to equivalent
Thursday, it’s next Thursday.
hourly rates. Live-out employees
Hours must be turned in through
earn a higher rate, generally
your department head by
hourly. In supervisory positions or
Monday morning to be paid in
positions of more responsibility,
your Thursday paycheck.
pay will correspond to those responsibilities. If you live in Lodge housing, $200 is deducted per month for room and board. Hours All hours turned in must be accurate. For the hourly pay, department managers may round up by 15 minutes to the nearest half-hour. Otherwise, hours will not be rounded up; hourly wage is for hours worked, not hours on the schedule. Commuting time is not paid. In some circumstances, the General Manager may authorize payment for actual hours waiting on the road during road closures; those will not be precedent for future events. For salaried seasonal employees, the department manager has the discretion to adjust shift hours appropriately to maintain workload; however, the hours turned in must be accurate.
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401(k). Alta Lodge sponsors a 401(k) profit-sharing plan for employees who work at the Lodge for over one year (if they work at least 1000 hours during a year). The Lodge makes optional profitsharing contributions annually depending on business results; contributions are not guaranteed to be made for any given year. After the employee’s second year is completed, the Lodge may contribute profit sharing to the employee’s account, proportional to the employee’s contributions, generally at 50% up to a determined limit. For 2019, the Lodge contribution was 50% of the employee’s contribution, up to a maximum Lodge contribution of $3,000 (again, Lodge contributions are not guaranteed to be made). After the second year of employment, the Lodge’s contributions become vested (belong to the employee) by increasing percentages over six qualifying years from the hire date, after which the Lodge’s contributions belong entirely to the employee. After the first year of full-time employment, the employee may also make payroll contributions, pre-tax, and fully vested employee contributions (belong to the employee) from the start. If you are interested in making contributions to your account in the 401(k) plan, please see Jamie or Cliff as you reach your one-year anniversary. All profit-sharing contributions are invested in the financial markets and are subject to market risks and losses. If you would like to have full details and plan documents, please ask. LODGE SICK PAY POLICY. We allow three paid sick days per winter season for full-time salaried employees or five days per year for full-time, yearround employees.
Health Insurance Health insurance requirements and availability continue to develop under the Affordable Care Act (ACA), and Alta Lodge meets the law’s requirements as they apply to us. The Lodge does not offer insurance to seasonal employees at the time of hire. After one year, an employee hired on a seasonal basis will be eligible for Lodge health insurance if they have worked 1,560 hours, qualifying as a full-time employee, during the
Sick days only apply if: • You are ill or have a family emergency • Family illness, or • Bereavement. They cannot be used as: • “Personal days,” • They don’t apply if you have a hangover, • They can’t be saved for pay, and • They don’t carry over to the next season. If you can’t come to work due to illness or injury, you are expected to make the first effort at finding another employee in your department to cover your shifts. Also, full-time, year-round employees may take up to five days of paid leave per year for required jury duty and may use sick days Employees excused from jury duty on any day are expected to return to work for pro-rata pay; jury pay from the court is to be reported and deducted from paid jury leave. LODGE PURCHASES. Alta Lodge can set up an Employee Account for Lodge purchases. You may charge purchases from the Alta Store in the Lodge (except alcohol), where employee discounts are offered on most items, and the Sitzmark Club (if you’re over 21). To have an employee account, you will need to sign an agreement authorizing the Lodge to deduct charges from your paycheck. You are expected to pay your bill in full on payday so that payroll deduction is not needed.
Please inform yourself about health coverage
that may be available through family or the ACA Marketplace.
Go to healthcare.gov for information. The open enrollment period at
healthcare.gov generally starts in
November, with coverage starting as soon as January 1.
preceding year. Please ask Jamie or Cliff if you would like to know the details.
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Peace + powder.
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Alta is the Future. - Bill Levitt
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Ski Pass. We pay for a ski pass for full-time winter seasonal
SKI PASS MONEY.
employees (i.e., non-managers/non-benefitted
If you stay at your full-time, seasonal job from
employees) who stay through the season. Here is how it works:
the start through the end of the winter season, the Lodge will pay you $900* “ski pass money”
You have the option to get an Alta or Snowbird
(less taxes) on the last payroll of the winter
“Canyon Emp” ski pass through Alta Lodge. If you
season (regardless of whether or which pass you
choose this option, the Lodge will deduct $90* from
purchased). Starting later in the winter season,
your paycheck for each 2-week pay period. If you stay
employees will receive $90* for each pay period
at your job through the end of the season, the Lodge
worked, up to $900 maximum. (*Based on the
will pay that money back to you so that the Lodge will
2019-2020 cost of the Alta Canyon employee
have paid for your pass (less taxes); details are below.
pass.) To get the season-end ski pass money, you
(*This amount is based on 10% of the 2019-2020 cost
will have to pay your employee account, return
of the Alta Canyon employee pass, $900. If that cost
your uniform and keys, and, if you live in the
goes up, the 10% deduction and the season-end ski
Lodge, clean your room and common employee
pass money are raised proportionally.) If you were
areas at the end of the season. Employee account
to leave your job for any reason before season end,
balances, cleaning charges, and costs of damage
you would owe the remaining unpaid amount of the
to your room or Lodge property may be deducted
Canyon employee pass cost to the Lodge.
from your ski pass money. If your employment
Employees who get a Canyon employee pass through
is ended for any reason before the end of the
the Lodge may upgrade to an Alta-Snowbird pass. The 2020-2021 cost is $375*; this amount is paid to the Lodge by cash or credit card at the pass purchase time. Other pass options, such as the Alta Young Adult Pass for skiers under 26, may save you hundreds of dollars and can be a great option. If you get one of those passes, you are still eligible for the season-end ski pass money. Those passes are purchased directly from the ski area, not through the Lodge. Those passes’ features vary and may not include benefits such as Mountain Collective and Alta restaurant and shop discounts. Prices and extra benefits may vary depending on how early the pass is purchased. Alta and Snowbird set the benefits of the various pass options, so please check with the ski area before buying a pass.
season, you will not receive the ski pass money from either you or the Lodge.
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Friends + Family. Wanted.
Your Friend to Work at the Lodge
Guest Rooms. For Family & Friends
We will pay you a reward for referring your friend who is hired and works through the season.
If your family or friends want to visit you in Alta and
• Winter Full-Time Live-Out
family and friends. Your family or friends should
- $600 • Winter Full-Time Live-Iin - $400 • Summer Full-Time - $400
stay in a guest room, you can get them discounted room rates – available only for our employees’ plan to come during the low season (generally early and late in the season) and on weekdays for the lowest rates. During regular and high seasons, especially on weekends, discounts are minimal. Please talk with Reservations for details.
• Part-Time (20 hours+) - $200 Please ask your friend to list your name under “how did you find out about the Lodge?” in the application. The reward is paid after your friend’s season commitment. For mid-season hires, the reward is proportional. There is one reward, one time, per friend who is hired; it may be divided among more than one referring employee.
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Discrimination + Sexual Harrassment. As an Alta Lodge employee, you are expected to be kind and respectful to your coworkers, our guests, and all others you meet during your work.
Employment discrimination and sexual harassment are against the law. Furthermore, we believe all people should be treated with respect and fairness, so we will not tolerate discrimination or sexual harassment.
If you are not sure whether what you are doing or saying toward another employee is all right under this policy, that may be a good sign that you should not do it or say it. It would probably be better to get back to work.
We do not discriminate against anyone based on ethnicity, national origin, religion, sex, age, sexual orientation, gender identity, or legally protected status. If you experience or see conduct that you believe violates this policy, please tell a manager immediately. If a manager is involved in the behavior, please tell a different manager.
Our response to a discrimination or sexual harassment complaint will depend on the merits of the complaint and the seriousness of the offense if any. It may include ending the employment of the offender in a severe case. We will not allow adverse job consequences against any person for making a complaint about discrimination or sexual harassment, regardless of whether the complaint is determined to have merit (unless the complaint is intended to be false and malicious). Any complaint will be kept confidential to the greatest extent possible, consistent with the need for investigation and response.
We do not allow sexual harassment of our employees by anyone – managers, employees, guests, or others. Sexual harassment can be challenging to define in the context of specific actions. Still, it generally means unwelcome sexual comments, questions, teasing, behavior, touching, or advances, or another person feels uncomfortable or offended or creates an intimidating, hostile, or offensive work environment for that person. Words or actions that may be all right or amusing for one person may be unwelcome and offensive for another. If you experience words or actions that hurt or offend you or that you believe are sexual harassment, you should immediately tell the person involved, any manager, or both. If a manager is involved in the conduct, please tell a different manager.
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Other Important Things.
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SAFETY IN THE LODGE.
Safety 1st
If you ever believe that your health or safety is endangered by something you’re asked to do on the job or by any situation that happens while you’re working or living at the Lodge, please bring it to the attention of a manager immediately. We intend to act as quickly as possible to correct anything that creates a danger to you or the public. INJURY. If you are ever injured on the job or have a job-related injury, please report it right away to your department manager and the General Manager so you can get medical treatment. Workers comp insurance requires that we make a timely report of any job-related injury or illness, so please don’t delay. SKI SAFETY, INJURIES, + YOUR JOB. Skiing can be hazardous to your health. There are ways to be safer. Push your limits gradually and make progress steadily. A helmet is recommended. More skill decreases the chance of injury, but it also makes possible jumping and high speeds, both significant factors in serious ski injuries. Force does not increase proportionally to speed; it increases proportionally to speed squared. Be extra careful in the early season and low snow cover when there are many rocks and other hazards just below the snow surface. Be aware of current avalanche hazards in the backcountry and within the resorts during times of very high snowfall. The Lodge cares about our employees, and we empathize when injuries happen. Most of us have been there. At the same time, if you are injured (or sick) to the extent that you cannot do your job, you may have to leave and recover away from the Lodge, so another employee who needs housing in the Lodge can do the job.
INTERLODGE TRAVEL RESTRICTIONS. There are times when the Alta Town Marshal calls for Interlodge due to avalanche control work and avalanche danger. During Interlodge, it is against the law to leave the building (i.e., inter-lodge travel is not allowed). In times of high avalanche danger, the Marshal may call for Maximum Security, during which you are required to stay in specific areas of the building. Violation of these restrictions will not be tolerated and will be prosecuted by the Town of Alta. Please be cooperative in following the instructions you receive during Interlodge and helping out during Interlodge, so we can all get out skiing as soon as possible after Interlodge is lifted. Employees cannot wait in the lobby foyer for Interlodge to be lifted – waiting in that area does not make a welcoming atmosphere for guests. Please remember that you are still a host to our guests when staying in the locker room for Interlodge to be lifted; please remember that you are still a host to our guests. When Interlodge is lifted, please go out the door quietly and politely. “AT-WILL” EMPLOYMENT. Under Utah law, employment is “at-will.” This means that either the Lodge or you can end your employment at any time for any reason or no reason (except for reasons prohibited by law such as ethnicity, religion, or national origin). Alta Lodge cannot alter this policy except by a written agreement signed by the employee and by an Alta Lodge Company officer, explicitly referencing this section of the Alta Lodge Employee Book. When you accept a job offer for a winter or summer season, it is your commitment to stay for the entire season; at the same time, if you were to break that commitment and leave before the end of the season, you would still be expected to give at least two weeks’ notice. STEALING + LYING. Stealing and lying will not be tolerated, and Alta Lodge will prosecute stealing. Stealing includes taking supplies or food without permission. CONDUCT ON THE MOUNTAIN. Your conduct on the mountain reflects on the Lodge. Behavior that is reckless, rude, or endangers others may result in losing your ski pass privileges. Lending out your ski pass or using access that is not assigned to you amounts to stealing from the ski resort and will not be tolerated. Skiing in closed areas within the ski resort creates a danger to others, is illegal, and is not popular with ski patrol or anyone else.
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ALCOHOL, DRUGS, + YOUR JOB. You may not drink alcohol or use illegal drugs while you are working. You may not be under the influence of alcohol or any mood-altering drug while working, except caffeine. (There are a few people who are expressly allowed to have a drink while working – for example, in the course of marketing or guest relations. Sorry, but you are not one of those people yet.) Regardless of medical use, prescription, etc., smoking or vaping cannabis or related products is not allowed in the Lodge or Lodge premises. If you have any questions about this, or if any part of our policy is unclear, ask the General Manager. NO TIPPING AT THE LODGE. There is no tipping at Alta Lodge during the winter season. A 15% service charge is added to all hotel and restaurant charges, and the service charge money goes toward paying Lodge operational expenses, including employee salaries. In this way, our employees earn a guaranteed wage without relying on tips, and we maintain a lodge environment where guests are not expected to tip. If you are offered a tip, politely remind the guest that a service charge is added and tipping is not expected. If the guest still insists on tipping, thank them, tell them the tip will be pooled for all employees, and then turn it into the tip pool at the Front Desk – even if the guest says it is “for you.” Credit card tips and tip pool money (unlike service charge money) are collected and distributed proportionally, directly to all non-management employees, periodically during the season. Employees are not allowed either actively or tacitly to encourage guests to tip and are not permitted in any way to violate the above policy. Our policy is to be open and straightforward with guests and employees alike about all aspects of our service charges. If any part of this is unclear, or if you have any questions, ask the General Manager. There are two exceptions to the policy that employees may not keep personal tips: • Alta Shuttle drivers may tip Handies for loading bags into the shuttle van at checkout. Handies are allowed to keep those tips. This applies only to Handies and only for tips from the shuttle drivers – not from our guests. Please note that we are experimenting with a new system for periodically distributing tips from Alta Shuttle to Handies; this will be covered in training for Handies. • Housekeepers (only) may keep tips left in Lodge rooms by guests after checkout.
KITCHEN PRIVILEGES. The kitchen staff goes out of their way to make sure we are well-fed, and they appreciate positive feedback for their efforts. Expect employee meal changes before and throughout the winter season to ensure your health and safety. Please wash your hands before meals. There is usually food in the employee refrigerator in the back kitchen hallway outside of employee meal hours. Please do not go into the kitchen with snowy boots on – melting snow makes the floor slippery and dangerous to others. Please stay out of the kitchen when the kitchen and DR staff are working. Employees not working a meal are not allowed in the kitchen outside of employee mealtimes. If you are in the kitchen outside of employee mealtimes, you should expect to be told to go away. Cooking meals for yourself is not allowed. • You may warm food in the Employee Room microwave. All other appliances, as well as kitchen knives, are strictly off-limits. • The walk-in refrigerators, walk-in freezer, and dry storage areas are off-limits unless the chef has expressly permitted you. • Prepared foods, manufactured foods, chocolate, and nuts are off-limits. • Cookies, brownies, and house-baked goods are off-limits. If you don’t know if it’s OK for you to take something, please ask first. HOUSEKEEPING. Housekeepers are not expected to clean up after other employees. That means: • Don’t litter public areas. Don’t leave your beer cans and other trash in public area trash cans. Don’t leave your clothes, personal stuff, or dirty dishes in public areas. • The sign on the Guest Laundry Room says “Guests Only”; that does not include employees. The employee Laundry Room is the door in the 20s hallway that says “Staff Only.” Please use that one! • Guest towels and sheets are off-limits. Pool towels are off-limits for employees. We will provide employee towels and sheets for those who want them. You will need to wash your towels and sheets. Don’t leave them in Housekeeping laundry baskets or areas. • Don’t leave your bathing suit or towels in the pool's changing room.
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Alta Lodge Areas.
USE OF GUEST ROOMS.
Employees may never use any guest room without the specific permission of the Manager on Duty. The rules for using a guest room when you have permission are: • If you are working back-to-back evening and morning shifts, or if you need to stay in the Lodge to work your scheduled shifts because of the possibility of a road closure or Interlodge: you may be able to get a clean bed in a guest room. • If the room is dirty, you may use the bathroom and sleep in the bed (if that bed is messy and if you want). • No guests without permission of the Manager on Duty. No smoking, partying, or music. • Using a guest room in violation of these rules is a severe offense. Consequences may include termination of your job and a charge for the room at the total guest rate, which may exceed $500. USE OF PUBLIC AREAS. Employees are welcome to use the Lodge’s public areas such as the Lobby, the Deck Room, and the hot pools. Please use courtesy and common sense, remembering at all times to treat our guests with hospitality. If several employees are in the hot pools and several guests show up, that would be a good time to end your hot tub session to make more space for our guests. Generally, our guests like to use the hot tubs from 4 to 6 p.m., so you should plan to take a hot tub at a different time. After 10 p.m., the last person out should cover the pools and turn off the lights. Guests have priority for the Deck Room TV, regardless if a program is in progress or how many employees are watching. Tip: ask the guest if there is something they would like to watch – don’t wait for them to ask you. Remember that guests can’t get food when the Dining Room isn’t open, so you can’t bring your food or drinks into the Deck Room or other public areas.
APPEARANCE. Please maintain a neat and clean appearance when you are in the Lodge’s public areas. We are happy to have you share the public spaces in the Lodge with our guests. To do so, however, you need to be presentable: no dirty or tattered clothes, bare feet, R-rated t-shirts, body odor, foul language, etc. Please remember that it is our guests who make it possible for all of us to be here – and like their hosts, it is up to all of us to make them feel welcome and comfortable. ALCOHOL, DRUGS, + PARTYING IN THE LODGE. Illegal drugs are prohibited at Alta Lodge. Regardless of medical use, prescription, etc., smoking or vaping cannabis or related products is not allowed in the Lodge or Lodge premises. You must be 21 to drink alcohol in Utah, and you must be 21 to be in the Sitzmark Club. If you are 21, you can consume alcohol in the Sitzmark and buy liquor in the General Store. In the Sitzmark, only drinks purchased there are allowed. You may not have alcohol in any public area except the Sitzmark. You are welcome to relax and have a good time in the Sitzmark or your room – but not if you are disturbing others. Disturbing guests is a severe offense; employees must observe quiet hours after 10 p.m. SMOKING IS NOT ALLOWED IN THE LODGE. We don’t want to interrupt the privacy of your living space; however, if there were ever smoke, burning incense, etc., in an employee room, the employee would be affecting the rights of others, as well as creating a fire hazard. Expect that a manager would enter the space to investigate the source. Vaping and the use of e-cigarettes are considered smoking and are not allowed in the Lodge. Any repeated violation of the Lodge’s no-smoking policy is grounds for employment termination. Utah law does not allow smoking within 25 feet of any doorway, and employees must follow this rule. Smoking is not permitted in any public area surrounding the Lodge while in Alta Lodge uniform. MICE. If you are not careful with food and garbage, mice will become a problem in the Lodge, especially in employee areas. Do not keep unsealed food in your room or any other place where mice can get to it. Do not leave dirty plates, drinks, or other food garbage in your room, hallways, or anywhere else other than the dish room. If you are eating most employee meals in your room, please bus your dishes immediately after. It helps to keep your room picked up – piles of dirty clothes in your room make a great place for mice to nest. If you see mice in the Lodge, please tell the Maintenance staff or a manager right away to address the problem.
OFFICE SUPPLIES. If you need something such as a pen, paper or an envelope, please ask for it at the Front Desk. The medicine drawer at the Front Desk is for guests and working employees. If you need something from the medicine drawer during work, ask a desk employee. Sorry, you will need to buy your duct tape and Advil. If you need a band-aid on occasion, the Front Desk staff can get that for you – but don’t take things without asking, and don’t use the drawer as your medicine chest. COMPUTERS + THE INTERNET. You are welcome to use the Lodge wireless network. Lodge computers, including the guest computer in the Deck Room, are off-limits for personal employee use unless a manager has given the employeespecific permission for the personal use of a computer at a specific time. Please remember that wireless bandwidth is a limited resource and can be overwhelmed by media such as video. Please don’t overload the wireless bandwidth, especially during early morning hours before skiing or afternoon and evening hours, when guests make the most use of the wireless network. Accessing movies, music, or other media in violation of copyright is prohibited and may result in loss of your privilege to use the Lodge internet.
Living at The Lodge. SEASON SCHEDULE AND EMPLOYEE HOUSING. Our winter season is scheduled to run through Sunday, April 18, 2021. If there is a change to this, it will be announced. All employees are expected to work through the end of the season, and fulltime, seasonal employees work a half-day the day after closing. If you need to leave early, please see your department head and the General Manager to see what can be done. The last night of employee housing will be Monday, April 19 (unless a different date is posted). There are no seasonal jobs, employee housing, or meals after that date except as arranged in advance with the General Manager. SEASONAL LIVE-IN ROOMS. Your room is clean when you move in (if not, please tell a manager when you move in). You are expected to leave your room and common areas such as hallways and bathrooms completely clean when you move out. You have to clean your room to get your season-end money back. If we have to go into your room in the Lodge, we will give you as much notice as possible. There may, however, be situations when we will need to enter your room without notice (for example, to investigate smoke or fire or to make an emergency repair). When problems happen, communication, respect for others, and honesty will usually resolve the issue. Don’t hesitate to ask your Department Head, the Manager on Duty, or the General Manager for advice or help. Please speak up with your ideas to improve your workplace and surroundings.
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Living at The Lodge. FIRE SAFETY. The danger of fire in Alta is a severe matter. • Smoking inside the Lodge, candles, open flame, incense, stoves, hot plates, electric teapots, and unapproved heaters are not allowed. • Do not hang anything from or attach anything to fire sprinkler pipes or heads. • Tampering with or removing batteries from smoke detectors anywhere in the building is not allowed. If a smoke detector starts chirping in the middle of the night due to a low battery, you may take it out and get a new battery in the morning! Incandescent light bulbs in enclosed fixtures may not exceed 60 watts. Read the posted emergency exit maps, and take the time to learn where the nearest fire extinguishers and fire exits are to your living quarters and work areas. CARS AND PARKING. We highly recommend that you do not bring a vehicle to Alta. Snow tires are required by law on the canyon road from October through April. At many times, chains or four-wheel drive is required by law. Employees with vehicles often find they spend more time shoveling and moving their vehicles than driving. With the increased pressure on parking in Alta this season, especially if your car does not do well in snow, you should consider parking it in the valley; you can take the bus down and get your car when you need to use it. The closest long-term lot is Historic Sandy
Station, located at 9000 S. 165 East, Sandy,
84070, easily accessed by the 994 UTA Bus,
which has a stop right at the top of our stairs. If you park there for more than 24 hours, let
UTA PD know by calling 801.287.EYES (3937). Ask a manager for more information.
If you have a car in Alta, it is your responsibility to make sure it is legally parked. If your vehicle is illegally parked, the Town of Alta will have it towed to Salt Lake City at a cost to you of over $300. Legal (public) parking is only on the north side of the road in designated areas, which are limited. From time to time, the Town of Alta calls for North Side Plowing, requiring all cars to be moved from those limited areas into other areas (which are even more limited) so the standard parking areas can be plowed. The Lodge will post notices when North Side Plowing is in effect, but if you have a car here, it is your responsibility to stay informed of this and all other parking regulations. Also, within 12 hours after the end of a storm, your car must be shoveled out so that it is obvious and can be driven immediately. Give the Front Desk your car description and license plate number so that if the Town of Alta calls to inform us that your car is illegally parked, we can try to contact you before your vehicle is towed. It also helps put a cardboard sign on your dashboard with your name and “Alta Lodge Emp.” If you leave town without your car, leave your keys with someone who will shovel and move your vehicle if needed.
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Lodge IT Policy. This policy applies to everyone using information, computers, email, voicemail, telephones, mobile phones or devices, internet, and other data connections, data and other information technology provided by the Lodge (“Lodge IT”). LODGE IT. Lodge IT belongs to the Lodge and may be accessed by the Lodge at any time. The Lodge may monitor and log network traffic and other Lodge IT activity to protect the Lodge network.
CREDIT CARD DATA. An Employee using Lodge IT must follow these rules to protect “Credit Card Data,” which includes the card number, expiration date, security code, cardholder name and address, and all related information:
PERSONAL USE OF LODGE IT. Employees who are specifically personally authorized by a Manager on Duty may use Lodge IT for personal use. The use is not harmful to the Lodge and does not interfere with the Employee’s duties or other Lodge business. The Lodge does not intend to access personal Employee data stored in Lodge IT, but Employees should not expect that lodge IT activity will be private. An Employee should use individual browser and email accounts outside the altalodge. com domain to maintain personal data privacy. The Lodge is not responsible for Employees’ data stored on Lodge IT.
• Credit Card Data may be entered into one of four Alta Lodge systems: RDP/Tenerum; Aloha/EDC; secure Travelclick website; and secure IRM website (“Lodge Card Systems”).
CONFIDENTIALITY + OTHER USE OF LODGE I + RESOURCES. An Employee must not search for, read, use, copy or disclose personal information of other Employees, guest or customer information, or additional Lodge information, except to the extent that such activity is authorized and reasonably required for the Employee’s job. Employees must take special care to maintain the privacy of all guest and customer information, including contact and booking information. An Employee must not use Lodge IT, data, property, services, or information for any unlawful, malicious, abusive, fraudulent, or deceptive activity. PASSWORDS + LOGINS. An Employee using Lodge IT must use reasonable measures, including proper login and password use and maintenance, and other Lodge efforts to protect Lodge IT and data.
• Lodge guests may provide us with Credit Card Data in three ways: by telephone, by personally presenting a card inserted, swiped, or manually entered into Lodge Card Systems, and by web access to the secure Lodge Travelclick IRM websites. • Do not ask Lodge guests to provide Credit Card Data to us in any other way, such as email or writing. • If authorized by your job description, enter Credit Card Data directly into the Lodge Card Systems. • Do not print or write Credit Card Data on paper, except temporarily if required for guest service due to a computer problem preventing entry into the Lodge Card system. • If you temporarily write Credit Card Data on paper because of a computer problem, keep it in a secure place (such as a safe, or give it to your department manager; don’t leave it on a Post-It note on the desk), then shred it immediately after entering it into Lodge Card Systems. • Do not copy or store Credit Card Data on Lodge IT (such as an Excel file) or any other computer, mobile, or data systems other than the Lodge Card Systems. • Do not request or transmit Credit Card Data by email or voice mail. If you receive Credit Card Data by email or voice mail, enter it in the Lodge Card Systems, delete the email or voice mail, and delete the message from deleted messages. • Replacement or configuration of card readers or terminals for Lodge Card Systems may be made only by Alta Lodge IT people, not by outside vendors or repair people (which raises the potential for fraud).
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REV. 09/05/20 COPYRIGHT © 2020 ALTA LODGE COMPANY
We expect you to work hard, play hard, treat others with kindness, fairness, respect, and take responsibility for your actions. We are here to enjoy the mountain and the Wasatch, as well as to earn a living. In turn, what gives us all the opportunity to be here is making our guests happy at the Lodge.
Our best wishes to you for a great winter.
Phone 844.742.3500 Fax 801.742.3504 Winter 8
am
to 8
pm
MST
Summer 8
am
to 4
pm
MST
Email info@altalodge.com Address
10230 E. Hwy. 210 | Alta, UT 84092