I. PROCEDURE
Use will be at non-prime times and with the permission of that amenity manager. Those who work in multiple amenities will have privileges in the amenity of their choice. Employees working in non-amenity departments will be permitted to designate the single amenity in which they wish to have privileges.
Complimentary use of amenities other than the employee’s designated amenity may be approved by the employee’s department manager and the amenity manager but on a very limited, non-prime time basis.
Guests may join the employee in use of the respective facilities with permission of the manger
and will pay prevailing employee-guest rates.
Eligible employees desiring broader use of amenities may purchase memberships at Property Owner rates. Property Owners’ who become employees and are already members of that amenity must maintain their membership to be eligible for any employee discounts or
privileges.
II. RESPONSIBILITIES
General Manager and Amenity Managers.
III. SCOPE
This policy is limited to POA employees.
IV. DEFINITIONS
Full time employees: Employees who qualify for POA employee benefits.
Eligible part time employees: Employees who work a minimum of 16 hours per week, in season.
V. RELATED POLICIES OR DOCUMENTS
I. PROCEDURE
Employee Meal and Merchandise Discount privileges are defined in Administrative Policies.
II. RESPONSIBILITIES
General Manager and Amenity Managers
III. SCOPE
This policy is limited to POA employees.
IV. DEFINITIONS
V. RELATED POLICIES OR DOCUMENTS
I. PROCEDURE
The General Manager will maintain an Employee Recognition Program. The POA encourages sponsoring one or two annual events for employee recognition. One event is suggested for presentation of service awards. Awards are for employees achieving five year increments of continuous service.
Employee Retirement:
Any full time employee, 55 years of age and older, who has worked for Big Canoe a minimum
of ten years, and who voluntarily retires, shall be entitled to a retirement recognition providing
that the total of age and years of service is 80 or greater.
Guidelines are:
1. Verification of term of service is the responsibility of the Human Resources Department.
Arrangements are the responsibility of the Supervisor.
2. Employees who have exceptional tenure and contribution to the POA as a whole may receive
special recognition as determined by the General Manager and Senior Staff. The amount provided for the retirement recognition award is based on the individual’s length of service. Award level values are established by Management Directives and funded in the annual budget. The amounts are intended to be nominal for the purpose of recognition.
3. An individual retiring from the POA may choose any combination of gift, cash or retirement event according to the Management Directives. POA funds allocated may be combined with employee donations for an enhanced award.
II. RESPONSIBILITIES
General Manager
III. SCOPE
IV. DEFINITIONS
V. RELATED POLICIES OR DOCUMENTS
I. PROCEDURE
The POA may extend employee loans up to $1,000, per 24 months, with a payback period of one year with no interest for employees:
Needing help with a debilitating situation
Suffer a catastrophic loss
The need must be substantiated by a bill(s) showing the amount owed.
II. RESPONSIBILITIES
General Manager
III. SCOPE
This policy covers all POA employees.
IV. DEFINITIONS
V. RELATED POLICIES OR DOCUMENTS
I. PROCEDURE
Full-time employees who have completed the 90-day probationary period are eligible for tuition and books payment / reimbursement.
Eligible coursework:
• High school GED coursework and tests.
• State and Nationally recognized Skill Set Certifications from the leading industry organization(s) for: Golf Operations and Maintenance, Vehicle and Equipment Maintenance, Landscaping, Lakes & Streams, Marina Operations, Arborist, Naturalist, Wildlife, Fisheries, Tennis Operations and Instruction, Aquatic Facilities, Recreation / Fitness Operations, Personal Trainers / Instructors, Firefighter, EMT, Paramedic, Incident Command, Security, Community Management, Club Operations, Food Service, Chef, Hospitality, Accounting, Administration, Website Management, Communications.
• General college coursework structured to earn an Associate’s Degree in a field related to the employee’s career goals.
• Bachelor’s Degree studies related to the work the employee is engaged in, or seeks to be engaged in with the Big Canoe POA.
• Master’s Degree studies related to the work the employee is engaged in with the Big Canoe POA.
The POA will pay 50% of the tuition up-front. Employee will pay the remainder of expense for tuition and books. Upon receiving a “B” or better in the course, or a passing score for Pass/
Fail coursework, the POA will reimburse the employee for their 50% of tuition and 100% of the books.
Employees may take out a loan with the BC POA for their portion of the up-front cost of the
course(s), with reimbursement coming from the employee’s pay, beginning the following
month and to be paid back in equal installments over a period of not greater than 12-months.
The balance of an educational loan may not exceed the annual educational benefit.
Special provision for GED courses: The BC POA will pay 100% of the tuition and fees for GED
coursework and tests. The employee will pay for the course materials and be reimbursed upon
satisfactory completion of each test section.
If an employee should voluntarily leave the employment of the POA, he/she shall reimburse
the POA for educational expenses the POA incurred on their behalf within the immediately preceding 24-months.
II. RESPONSIBILITIES
Board of Directors and General Manager
III. SCOPE
Limited to Full-Time Employees, subject to Manager and GM approval for each course
Big Canoe Policies and Related Procedures
IV. DEFINITIONS
As they appear in the Big Canoe POA Employee Handbook
V. RELATED POLICIES AND DOCUMENTS
Big Canoe POA Employee Handbook
