Skagit Casino Resort Welcome Orientation

POINTS

ANTI-HARASSMENT POLICY

Skagit Casino Resort is committed to providing a supportive and positive work environment that is free of harassment against any person on the basis of age, race, color, sex, sexual orientation, national origin, religion, marital status, disability and/or veteran status or any other category protected by law.

ANTI-HARASSMENT POLICY

Harassment or intimidation of any kind by or toward another employee or any other person (including agency, independent contractor, vendor/supplier or guest), or harassment of any non-Skagit Casino Resort person by a Skagit Casino Resort employee, will not be tolerated.

NO RETALIATION

No employee may be retaliated against for making a harassment complaint in good faith, or for assisting in an investigation of such a complaint.

ANTI-HARASSMENT POLICY

Skagit Casino Resort is committed to providing a supportive and positive work environment that is free of harassment against any person on the basis of age, race, color, sex, sexual orientation, national origin, religion, marital status, disability and/or veteran status or any other category protected by law.

WHAT TO DO?

1) Strongly tell the offending employee the conduct is unwelcome (only if you're comfortable doing so).

• What do you do if you believe you are being harassed?

2) If it does not stop, report to your supervisor, manager, department Director or Human Resources.

IDENTIFYING HARASSMENT

• What is harassment?

-Continued unwanted and annoying actions of one party or a group, including threats and demands

• What is sexual harassment?

-Unwelcome sexual or gender-based conduct that unreasonably interferes with an individual's job performance or creates an intimidating, hostile, or offensive work environment.

WHAT TO DO?

3) What if the harasser is a guest? Who do you go to?

4) It is the responsibility of every employee to immediately report any violation or suspected violation of this policy

WHAT HAPPENS NEXT?

• What will happen if I report percieved harassment?

-All reports of harassment will be investigated (Security will assist if guests are involved)

-Confidential/Need to know basis

-To reiterate, no employee at any level will retaliate against another employee for reporting alleged instance of harassment

ANTI-HARASSMENT POLICY

• Right to work in a harassment-free environment
• Every employee has a responsibility
• Not just the workplace activities can get you in trouble
• Take action immediately

Our Employee Assistance Program

Here's a list of employee assistance programs we have access to. A board in the back of the house can always be referred to.

LEAVE OF ABSENCE

• Outlined on Page 9 of your employee handbook

• Employee must complete Leave of Absence Request Form and obtain approval from the Department Manager at least 30 days prior

• If leave is due to employee illness or to care for an immediate family member, medical certification and a release to return to work may be required

FUEL ACCESS CARD PROGRAM

• Full-Time and Part-Time employees can purchase fuel at a discount after 60 days of service

- 0 to 9.99 miles = 35 gallons per month (26 if Part Time)

-10 to 19.99 miles = 70 gallons per month (52 if Part Time)

-20 or more miles = 105 gallons per month (78 if Part Time)

• Pumps are located in North satellite lot

• Enroll by submitting application along with copy of your current driver's license and car registration

CREDIT UNION PERKS

• Credit Union (www.nwpluscu.com)

-Membership in the Northwest Credit Union is available to all employees

-IRA

-Christmas Club

401K PROFIT SHARING PLAN

• Eligible to enroll on January 1st, April 1st, July 1st or October 1st after completing 500 hours within the first six months of employment

• Contribute any amount from pay check into choice of several investment funds

-Decrease your taxable income

-An option for building your own financial future

• Discretionary Profit Sharing Contribution

-Eligible after working 1,000 hours in 12 month period and 1,000 hours in plan year

LIFE & DISABILITY INSURANCE

• Life Insurance - All Full-Time employee's 1st of the month following 6 months of service

-$50,000 Group Term Life and AD&D at no cost

-Disability Insurance - Provides 60% wages after 30 days of inability to work due to a non-work related health condition

-Additional Life Insurance can be purchased at group rates for employee, spouse, or children

MEDICAL INSURANCE

• Medical & Prescription Coverage

-Offered to Full-Time Employee for $18.46 paycheck

-Effective 1st of the month following 60 days of employment

-First two Office Visits - $20 Copay (Deductible Waived)

-70% after $750.00 Deductible (Waived for Preventative Care)

-Prescriptions $10/35%/50%

-Vision coverage to Full-Time employee $3.12 paycheck

• Can purchase coverage for eligible dependent children

• After 3 years eligible employees are provided with a more comprehensive plan with vision coverage at no cost

DENTAL INSURANCE

• Full-Time Employees can purchase coverage after 60 days of employment

• Can be purchased for the employee & spouse or children

• Preventative care covered 100%

-Routine Exams

-Cleanings

• Basic services covered at 80%, Major at 50%

• After 3-years, Dental coverage offered at no cost to eligible employees

SIGN UP FOR BENEFITS!

MAKING THE GUEST FAMILY

• Treat your customer like a guest in your home

• Identify our internal customers

GUEST SERVICE STANDARDS

1) Smile & Greet

GUEST SERVICE STANDARDS

2) Name & Meet

-Learn their name

-Introduce yourself

-Interact using their name

GUEST SERVICE STANDARDS

3) Listen, Respond & Act

-Listen with interest - give your undivided attention

-Respond Positively

-Act with urgency

GUEST SERVICE STANDARDS

4) Ask & Satisfy

-Follow up with customer

-Check for satisfaction and offer more information

GUEST SERVICE STANDARDS

5) Say Thank you & Invite Back

-Express appreciation to guests for coming in

-Invite Back as you are parting ways