Last update March 9. 2020

Updated 3/9/20

Section 1 Introduction

Welcome to Honeybrook Golf Club

Welcome to the Honeybrook Team! This Employee Handbook has been written for your convenience

and to provide a ready reference for all general personnel policies. Please read it thoroughly and retain

for future reference.

It is the goal of Honeybrook Golf Club (HBGC or Club) to ensure that each employee will be treated

fairly, equally, with dignity as an individual, and as an important part of the business. Although this

manual contains human resources policies for HBGC, it is not an employment contract. None of the

provisions of this handbook are meant to guarantee employment for any specific duration. As such,

these policies are guidelines, and the management of Honeybrook reserves the right to change and

interpret them. Although we hope you are happy here, all employees have a right to resign, if it is in

their best interest. Honeybrook is an employment-at-will employer.

Honeybrook reserves the right to alter, abolish, or amend benefit plans and any other terms and

conditions of employment at any time without the consent of employees. HBGC also reserves the right

to interpret the provisions of any benefit plan or policy, make determinations as to eligibility for

benefits, and otherwise use this discretion in interpreting and applying the provisions of this document

and all other employee benefits.

This handbook is not a contract, express or implied, guaranteeing employment for any specific duration.

Employment with Honeybrook is at-will. Although we hope your employment relationship with us will

be long term, either you or the Club may terminate this relationship at any time for any reason, with or

without cause or notice. Please understand that no supervisor, manager, or representative of the Club,

other than one of the Managing Partners, has the authority to enter into any agreement with you for

employment for any specified period or to make any promises or commitments contrary to the

foregoing. Further, any employment agreement entered into by a Managing Partner shall not be

enforceable unless it is in writing in the form of an employment agreement and signed by both you and

the Managing Partner.

If you have any questions regarding any policies, please ask your supervisor or anyone in the Business

Office for assistance. We wish you the best of luck and success in your position and hope that your

employment relationship with Honeybrook Golf Club will be a rewarding experience.

About Honeybrook Golf Club

Honeybrook Golf Club, LP (HBGC) is operated as a Limited Partnership. The Managing Partners and

operators are Tom Piersol, Ted Piersol and Donna Horvath. Honeybrook Golf Club is an 18-hole Semi-

Private golf club open to the public and also offers annual golf membership packages. Greenside Grill is

an on-site pub that serves at-the-turn-food to golfers, and casual lunch and dinner options to golfers and

non-golfers.

Honeybrook Golf Club opened in April 2000. The property has been owned by the Piersol Family since

the 1930’s and was operated as a dairy farm until it was converted to the golf course. Donna, Tom and

Ted did not grow up on the farm. But in the early-80’s, after college, Tom and Ted took over farm

operations until the mid-1990’s. Tom and his wife Vicki, and son Ben, continue to reside in the stone

farmhouse on the property.

Honeybrook Golf Club’s Mission: To be Pennsylvania’s friendliest golf club

Greenside: The mission of Greenside Grill is to create an enjoyable dining experience by providing

innovation homemade cuisine in a comfortable atmosphere with a beautiful view.

Vision: A thriving business and hub of the local community - comprised of happy customers, engaged

and caring employees.

The Honeybrook LOGO:

The Honeybrook logo features a white ball on a green field that represents the beautiful bent-grass greens, tees and fairways of Honeybrook Golf Club. The center is honey-colored, and sweeps through the logo much the way the Brandywine Creek meanders through the golf course. At the top is the deep blue Chester County sky to remind us of beautiful weather and hours of enjoyment… something we wish for every golfer who visits Honeybrook Golf Club.

The Management Team:

Managing Partners: Tom Piersol, Ted Piersol, Donna Horvath

Ted Piersol – Golf Course Superintendent

Tom Piersol – General Manager

Donna Horvath – Business Manager

Jennifer Reichard – Greenside Grill Manager

Duane Lent – Director of Golf

Michael Derham – Chef

Kate Anstrand – Kitchen Manager

Mary Ann Bodle – Bookkeeper & Human Resource

Samantha Swartz – Administrative Assistant/Marketing

Customer Relations

Customers are the lifeblood of our business. It is critical that you, and all employees, do your part to

create a friendly, yet professional and service-oriented atmosphere.

It is your responsibility to have a positive attitude, treat our guests and fellow employees with kindness

and respect and work hard to create a positive image. We encourage your suggestions to improve the

service provided to our guests, as well as ideas to improve our operation in general.

Confrontation with any customer will not be tolerated. In the event of a misunderstanding, report the

incident immediately to your supervisor or department head.

Personal or work-related problems are not to be discussed with customers, to include but not restricted

to matters such as: personal affairs, problems or finances; soliciting of loans or any other form of

assistance; discussing Club’s non-public confidential and proprietary business information; discussing

the private information of other employees and disseminating rumors and other gossip.

Honeybrook Golf Club Employee Core Values:

1. Make eye contact, speak first, and greet customers in a warm and sincere manner.

2. Treat customers and each other with respect and dignity.

3. Take pride in and care of your personal appearance by adhering to Honeybrook clothing and

grooming standards.

4. Be polite, courteous and, when possible, escort customers rather than pointing out directions

5. Take pride in your workplace:

a. Pick up litter and trash

b. Think “Safety First”, report hazards and defects promptly

c. An uncompromising level of cleanliness is our responsibility

6. Each employee is responsible to create a work environment of teamwork and cooperation with

other departments.

7. Take the opportunity to speak positively about Honeybrook, in and outside the workplace.

Communicate any personal or work-related issues to your supervisor through Honeybrook’s

Open Door process – do not share non-public confidential and proprietary business information

with customers.

8. Conserve energy: properly maintain our buildings and grounds and protect the environment.

9. Strive to make the customer experience memorable and pleasurable within the rules and

policies of the business.

10. Respectably acknowledge customer complaints, resolve, if possible, or report to your supervisor

in a timely manner.

11. When taking outside calls, answer promptly, “smile”, greet caller with Honeybrook Golf Club or

Greenside Grill, “your name”, and “how may I help you”. For inside calls, identify yourself and

your department/area.

12. Use the term “it’s my pleasure” rather than “no problem” when thanked by a customer.

13. We believe Honeybrook and its employees as individuals have a real responsibility to be good

neighbors.

14. We believe in the active support of such community projects as we deem to benefit the

community, and in encouraging each employee to take an active interest in such community

projects as he or she may select as an individual.

15. All employees are responsible to uphold and follow the Honeybrook Core Values.

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Section II Employment Practices

Equal Employment Opportunity In order to provide equal employment and advancement opportunities to all individuals, employment

decisions at Honeybrook will be based on merit, qualifications, and abilities. We are an equal

employment opportunity employer and do not discriminate against any person because of race, color,

creed, religion, sex, national origin, disability, age, genetic history or information, or any other

characteristic protected by law (referred to as “protected status”). This nondiscrimination policy

extends to all terms, conditions, and activities, and all employment actions, such as promotions,

compensation, benefits, and termination of employment.

Any employee with any questions or concerns about potential discrimination in the workplace are

encouraged to bring these issues to the attention of their immediate supervisor or one of the Managing

Partners. Employees can raise concerns and make reports without fear of reprisal or retaliation.

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 Honeybrook 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 Honeybrook Golf Club is dependent upon our community’s trust and we are

dedicated to preserving that trust. Employees owe a duty to Honeybrook, our customers, and vendors

to act in a way that will merit their continued trust and confidence.

Honeybrook will comply with all applicable laws and regulations and expects management and

employees to conduct business in accordance with the letter, spirit, and intent of all relevant law and to

refrain from any illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, will guide you with respect to

acceptable conduct. If a situation arises where it is difficult to determine the proper course of actions,

the matter should be discussed openly with your immediate supervisor.

Compliance with this policy of business ethics and conduct is the responsibility of every employee.

Disregarding or failing to comply with this standard of business ethics and conduct could lead to

disciplinary action, up to and including termination of employment.

Open Door Policy Suggestions

Employees are encouraged to share their concerns, seek information, provide ideas, and resolve

problems/issues through their immediate supervisor, and as appropriate, consult with any member of

management toward those ends. We are always looking for suggestions that improve methods,

procedures and working conditions, reduce costs and errors, benefit the Club, employees and its

members.

Our experience has shown that when employees deal openly and directly with their supervisors, the

work environment can be excellent, communications can be clear, and attitudes can be positive. We

believe the Club amply demonstrates its commitment to employees by responding effectively to

employee concerns.

Normally you should first discuss problems or suggestions with your immediate supervisor. If you are

uncomfortable discussing your problem or complaint with your supervisor, or it is not resolved to your

satisfaction, take it to one of the Managing Partners. Your supervisor is fully aware of our open-door

policy and will not be offended by this.

Personal Relationships in the Workplace

The employment of individuals involved in a family, romantic or dating relationship in the same area of

an organization may cause serious conflicts and problems with real or perceived favoritism and

employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside

the work environment can be carried over into day-to-day working relationships. A romantic or dating

relationship is defined as a relationship that may be reasonably expected to lead to the formation of a

consensual “romantic” or sexual relationship. A family relationship includes one with the employee’s

spouse, mother, father, son, daughter, sister, brother, grandmother or grandfather.

Employees may not occupy a position that will be working directly for a department head, manager or

supervisor with whom they are involved in a family, romantic or dating relationship without prior

authorization of the Managing Partners. Similarly, department heads, managers and supervisors may

not create a supervisor/subordinate reporting relationship with a family member or an employee with

whom they are dating or are in a romantic relationship without prior authorization of the Managing

Partners. Employees in a close personal relationship should refrain from public workplace displays of

affection or excessive personal conversation. Employees who are in such a relationship may be asked to

transfer to another position, or if the conflict cannot be resolved, one of the employees may be asked to

resign. The effective date of this policy is January 1, 2020. Family and dating relationships existing in the

workplace prior to the effective date of this policy may be permitted by management on a case by case

basis for a period of time as determined by the Managing Partners.

Immigration Law Compliance

Honeybrook is committed to employing only United States citizens and aliens who are authorized to

work in the United Sates and does not unlawfully discriminate on the basis of citizenship or national

origin.

Disability Accommodation

Honeybrook is committed to complying fully with the Americans with Disabilities Act (ADA) and ensuring

equal opportunity in employment for qualified persons with disabilities. All employment practices and

activities are conducted on a non-discriminatory basis.

Honeybrook will make reasonable accommodations for qualified individuals with known disabilities

unless doing so would result in an undue hardship. This policy governs all aspects of employment,

including selection, job assignment, compensation, discipline, termination, and access to benefits and

training. Qualified individuals with disabilities may make requests for reasonable accommodation to the

Managing Partners. Upon receipt of an accommodation request, the Managing Partner will meet with

the individual to discuss and identify the precise limitations resulting from the disability and the

potential accommodations that the Club might make to help overcome these limitations. The Managing

Partner, in conjunction with other individuals who have a need to know information and who assist in

the process, will determine the feasibility of the requested accommodation. The Managing Partner will

engage in a good faith interactive process with the employee to decide an appropriate and effective

accommodation.

Qualified individuals with disabilities will not be discriminated against in terms of compensation (or

changes in compensation) as well as in job assignments, classifications, position descriptions, lines of

profession, and seniority lists.

Honeybrook is also committed to not discriminating against any qualified employees or applicant

because they are related to or associated with a person with a disability. The Club will follow any state

or local law that provides individuals with disabilities greater protection that the ADA.

This policy is neither exhaustive nor exclusive. The Club is committed to taking all other actions

necessary to ensure equal employment opportunity for persons with disabilities in accordance with the

ADA and all other applicable federal, state, and local laws.

Section III Employment Status and Records

Probationary Period For every new employee and re-hired employee, the first sixty (60) days of employment is a

probationary period. During this time, you can learn about the Club, your job, and your new

surroundings.

At the same time, your supervisor will be providing you with training and guidance so that you will be

able to learn about your job. During this first sixty days, your job performance, attendance, and behavior

will be carefully reviewed by your supervisor.

The supervisor will then evaluate your performance and advise on continued employment. Successful

completion and a favorable evaluation at the end of the probationary period does not “guarantee” you a

job for any specific time or duration. Instead, it indicates that you are potentially able to fulfill the

requirements of the Club for your position.

The Club reserves the right to discharge an employee at any time, regardless of completion of the

probationary period, whenever the department head decides it is in the best interests of the Club.

Any significant absence will automatically extend a probationary period by the length of the absence. If

the Club determines that the probationary period does not allow sufficient time to thoroughly evaluate

the employee’s performance, the probationary period may be extended for a specific period of time.

During this probationary period, employees may terminate their employment for cause or no cause at

any time, and the Club reserves the same right. Even after the probationary period, employment

continues to be governed by this “employment-at-will” principle but no specific period of employment is

guaranteed.

Classifications and Status of Employment

For purposes of salary and wage administration and eligibility for overtime payments and employee

benefits, employee status and classifications are as follows:

Status:

Full Time Regular Employees: a regular full-time employee is one scheduled to work at least 35

hours per week on an annual basis. Full-time regular employees may be “exempt” or “non-

exempt” or “base salary non-exempt” as defined below.

Part Time Employees: Employees working on a part-time basis average less than thirty-five (35)

hours per week on an annual basis.

Seasonal Employees: Employees engaged to work 120 days or less in a calendar year. The days

need not be consecutive.

Seasonal Golf Course & Golf Club employees: Employees engaged to work up to eight months

per year in the Golf Course Maintenance Department or Golf Operations.

On Call employees: Employees who have established an employment relationship with the

Club, but are assigned to work on an as needed, intermittent, or unpredictable basis.

Classification:

Non-exempt employees: Employees who are required to be paid overtime at the rate of time

and one half (i.e. one and one-half times) their regular rate of pay for all hours worked beyond

forty hours in a workweek, in accordance with applicable federal and state wage and hour laws.

Exempt employees: Employees who are not required to be paid overtime, in accordance with

applicable federal and state wage and hour laws, for work performed beyond forty hours in a

work week. Executive, management and supervisory employees and certain employees in

administrative and outside sales positions are typically exempt.

Base salary non-exempt employees: Some non-exempt employees who usually have some

supervisory duties may be designated as “base salary nonexempt” employees. These employees

are paid a base salary each week and also receive payment for overtime on the based on the

agreement that we have made with them and in accordance with federal and state law.

All employees must at all times maintain an accurate and truthful record of their hours

worked each day and each workweek. See the Policy on Recording Work Hours.

You will be informed of your initial employment classification as an exempt or non-exempt employee. If

you change positions during your employment as a result of a promotion, transfer or otherwise, you will

be informed of any change in your exemption status. Please direct any questions regarding your

employment classification or exemption status to the business office.

Personal Information

Employee personnel records are the property of Honeybrook Golf Club and are maintained by the

Business Office. These records are treated as confidential information of the Club. The Club will make

reasonable attempts to protect the confidentiality of employee personal information. Generally, only

supervisors and management personnel who have a legitimate reason to review information in a file are

permitted to do so. With reasonable advance notice and by appointment, you may review your

personnel file in the Club offices with a supervisor present. Employees are not permitted to photocopy

or remove items from their personnel file; however, employees may take notes on information

contained in the file.

Personnel Data Changes

To ensure that your personnel file is up to date at all times, notify your supervisor or the Business Office

of any changes in your name, telephone number, home address, marital status, number of dependents,

scholastic achievements, the individuals to notify in case of an emergency and so forth.

Performance Reviews Your performance will be evaluated by your supervisor or department head on an ongoing basis. We

believe frequent “check-ins” between supervisor and employee are more productive than an annual

review. You will receive periodic written evaluations of your performance.

In addition to these “check-ins”, special written performance evaluations or counseling may be

conducted by your supervisor at any time to advise you of the existence of performance or disciplinary

problems.

Layoffs

Due to the seasonal nature of its business, Honeybrook Golf Club may have layoffs annually. If layoffs

are necessary, the Club will attempt to notify employees as far in advance as possible. If it appears from

all of the information available at the time, that the amount of work will warrant recalls within four

months, employees will be placed on a temporary layoff.

During a temporary layoff, the Club will continue to provide health insurance benefits to eligible

employees in the same manner as when the employees were employed up to a maximum of four

months of layoff. Such eligible employees will be required to continue to make employee contribution

payments for insurance premiums as required by Club policy. Accruals for benefit calculations, such as

vacation or personal leave, will not be affected by the temporary layoff.

Recall from temporary layoff will be based on primarily skill, ability and work record with the Club, and

then length of service as a secondary consideration. If conditions change and the layoff must exceed

four months, the status of employees will be converted to permanent layoff.

A permanent layoff is declared in circumstances where the Club is reasonably certain that no recall

would take place within four months. Permanently laid off employees are not subject to recall, but may

reapply for employment when jobs become available.

Section IV Employee Benefit Programs

This section of the Handbook provides a general description of the employee benefits currently offered

by Honeybrook. Honeybrook reserves the right to amend or terminate any of these programs or to

require or increase employee premium contributions toward any benefits with or without advance

notice at its discretion. This reserved right may be exercised in the absence of financial necessity.

The group health and dental insurance and retirement programs are described more fully in summary

plan description booklets, with which you are provided once you are eligible to participate in these

programs. Where the language in the Handbook differs from a description of benefits in a plan

document, the terms of the plan document shall prevail. For more complete information regarding any

of our benefits programs, please contact the Business Office.

Employee Benefits

Eligible employees at Honeybrook Golf Club are provided a wide range of benefits. A number of

programs including Social Security, Worker’s Compensation, and Unemployment Insurance cover all

employees in the manner prescribed by law.

Benefits eligibility is dependent on a variety of factors, including employee classification. Your

supervisor, or the Business Office can identify the programs for which you are eligible. Details of many

of these programs can be found elsewhere in this manual. Some benefits require contributions from the

employee, but most are fully paid by HBGC.

The following benefit programs may be available to eligible employees:

Direct deposit Jury and Witness Duty leave

Simple IRA Retirement Account Military leave

Medical Insurance Employee Golf Privileges

Dental Insurance Paid Time Off (PTO)

Bereavement Leave Uniforms per department

Holidays Golf Shop Discount

Section 125 Plan

Food and Beverage Discount

Medical Insurance

Honeybrook offers medical insurance to all full-time employees. Employees may choose from several plans. Details of the plans may be found in the benefit booklets. This Handbook does not constitute such a legal document. Honeybrook offers medical and dental coverage for eligible employees and their eligible dependents. The group health and dental insurance and retirement programs are described more fully in summary

plan description booklets, with which you are provided once you are eligible to participate in these

programs.

Employee Contributions

The Company’s medical insurance benefits package is contributory; that is, you are responsible for a portion of the premium for your benefits. A portion of the premium, up to a maximum per month, is contributed by Honeybrook. Your contributory cost is deducted from your paycheck.

Open Enrollment

At the time you are hired, you are given an opportunity to elect certain benefits. If you waive participation in any of these programs for either yourself or your eligible dependents, you will generally be allowed to apply for entry into the various plans only during Open Enrollment. The Open Enrollment period allows employees to add to or change their benefits coverage. Applications for medical and dental coverage may be submitted during this period. Changes, additions and other elections made during Open Enrollment will take effect on the effective date following the Open

Enrollment period. Once you have made a change, you generally cannot change that selection until the next Open Enrollment period (except in the case of certain life events; see Special Enrollment).

Special Enrollment

Special enrollment allows individuals who previously declined coverage to enroll in the plan upon loss of eligibility for other coverage and upon certain life events, such as marriage and the birth, adoption, or placement for adoption of a child. Employees must generally request enrollment within 30 days of the loss of coverage or life event triggering the special enrollment. For specific details regarding special enrollment, please refer to your Summary Plan Description.

Benefits Continuation

The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their

qualified beneficiaries the opportunity to continue health insurance coverage under the Club’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.

Under COBRA, the employee or beneficiary pays the full cost of coverage at the Club’s group rates plus

an administration fee. The Club provides each eligible employee with a written notice describing rights

granted under COBRA when the employee become eligible for coverage under HBGCF’s health insurance

plan. The notice contains important information about the employee’s rights and obligations.

Honeybrook reserves the right to amend or terminate any of these programs or to require or increase

employee premium contributions toward any benefits with or without advance notice at its discretion.

This reserved right may be exercised in the absence of financial necessity.

Retirement Plan

HBGC has established a Simple IRA Plan that is available to all eligible employees. The purpose is to

encourage eligible employees to save on a pre-tax basis and to build a financial reserve for retirement.

Under the plan, eligible employees may elect to have Honeybrook withhold up to a certain percentage

of their gross compensation through payroll deductions and contribute that amount to the plan as a

saving contribution. Honeybrook will match up to 3% of the contributions.

To be eligible you must have earned $5,000 in the current year and expect to do so in the upcoming

year. The window to register is November through December of each year. Please contact the Business

Office for more information

Paid Time Off (PTO)

Because we recognize the importance of time away from work, and also that inability to work because

of personal circumstance, injury, or illness may cause economic hardship the Club provides PTO to

eligible employees.

The amount of PTO depends on length of service and eligibility. PTO replaces vacation, personal, sick

and funeral leave with a bank of days to be used without regard for the reason for the absence.

PTO will be accrued on January 1 of each year for eligible employees of record on that date. PTO time is

accrued at a rate based on either hours per day or forty hours per week. A PTO day is defined as eight

hours of paid time off. PTO days may be taken in increments of full or half days.

PTO will be accrued by Full Time employees based upon the following years of service schedule:

Years of Service on January 1 PTO Allowance (Full Time Employees)

PTO Allowance Seasonal Maint/Golf

1 year to 3 years 13 days 3 days

3 to 6 years 17 days 5 days

7 to 10 years 21 days 8 days

11 to 14 years 24 days 10 days

15 years + 26 days 11 days

Full Time employees with less than one year of service on January 1 will accrue PTO time at a rate of one

day for every months of service, up to a maximum of eight days. A full month will be credited if the

employee begins service between the first and fifteenth of the month. Full Time Seasonal employees

with less than one year of service on January 1 will receive ½ day for every month of service up to 3 full

days.

Designated PTO Periods

Eligible employees will be subject to Honeybrook’s designated PTO period, if any, as determined by the

Managing Partners each year. If there is a designated vacation period, eligible employees must take

their earned PTO at this time. If any employee has accumulated more PTO time than could be used

during the designated vacation period, the additional PTO time may be scheduled at a time that is

convenient to the Club and approved by the supervisor.

Scheduling PTO other than the Designated PTO Period

The scheduling of PTO within each department must be done in a manner to ensure an adequate work

force at the Club to meet the demands of day to day operations. All time off must be scheduled in

advance and approved by your supervisor and the Business Office. Requests must be made in writing on

the PTO Request Form submitted to the Business Office in advance with the signature of approval of the

supervisor. Your supervisor has the absolute right to change approved PTO time should this be deemed

to be the best interests of the operation of the Club at the time. PTO pay shall never exceed forty (40)

hours in one week.

PTO Carryover:

PTO time cannot be accumulated or carried over from year to year; it must be used within twelve

months of the time when accrued or it will be forfeited. In order to be paid for PTO time, it must be

taken.

Termination:

Upon leaving the employ of the Club, and with a two-week notice, employees shall be entitled to receive

accrued PTO pay as of the date of termination. All business property must be returned. If notice is not

provided and/or business property not returned, Honeybrook may withhold all or partial accrued PTO

pay.

Holiday within Vacation Period:

In the event that a holiday observed by the Club falls within a scheduled vacation period, the holiday will

not be counted as a vacation day, if you are entitled to the holiday.

Pay in lieu of Vacation:

Employees are required to take their accrued vacation. No payments will be made in lieu of taking

vacation.

Sick/Personal Time

If you are unable to report to work due to illness, you should notify your supervisor before the

scheduled start of your workday, if possible. Your supervisor must also be contacted on each additional

day of absence. Failure to notify your supervisor of your absence for consecutive days (no-call no-show,

without proper justification, will be considered your voluntary resignation from employment.

If an employee is absent for three or more consecutive days due to illness or injury, a physician’s

statement must be provided verifying the illness or injury and its beginning and expected ending dates.

Additionally, such a statement must provide a physician’s verification that he or she may safely return to

work.

PTO, whether for vacation, sick or personal time off, shall not be considered to be time worked for

purposes of computing overtime compensation.

Your supervisor considers workload priorities in determining approval of requests for personal days off.

Holiday Pay Procedures

All Full-Time eligible employees (including Seasonal Golf/Maintenance employees when a holiday falls

during their work season) who have completed their sixty (60) day probationary period are eligible to

receive holiday pay for the following holidays:

New Year’s Day Labor Day

Easter (or choice) Thanksgiving Day

Memorial Day Christmas Day (or choice)

July 4th

Non-exempt, Seasonal Golf Course/Golf Operation employees, and Base Salary Non-Exempt employees:

To be eligible for holiday pay, an employee must work the full scheduled workday or shift before and

after the holiday, unless the employee is on vacation that week. Hourly and base salary nonexempt

employees scheduled to work on a holiday will be paid for actual time worked plus a maximum of eight

(8) hours holiday pay.

Exempt Employees:

Exempt employees who work on a holiday will be granted an additional day off in lieu of holiday pay to

be used as a personal day. Exempt employees who do not work on a holiday will receive the holiday off

with pay. If the holiday falls on a day the employee is normally off, the preceding or following day will

generally be considered the holiday.

Part time employees will be paid time and one-half of their hourly wage for each hour worked on a

designated holiday. These employees are not eligible for any other holiday pay.

Holiday pay shall not be considered to be time worked for purposes of computing overtime

compensation.

Your supervisor will attempt to provide you with reasonable notice when the need for overtime and/or

holiday work arises. Please remember, however, that advance notice may not always be possible.

Jury and Witness Duty Leave

If you are a Full-time Regular or Seasonal Golf Course/Golf Club employee who is summoned to jury

duty, HBGC continues your wages/salary during your active period of jury duty for up to a maximum of

one week per calendar year. Jury duty pay will be calculated using your base pay rate time the number

of hours you would have worked on the day of absence up to a maximum of eight hours, less any

reimbursement received from the court as compensation for your jury service.

To quality for jury or witness duty leave, you must submit to your supervisor a copy of the summons to

serve as soon as it is received. In addition, proof of service must be submitted to your supervisor when

your period of jury or witness duty is completed.

HBGC will make no attempt to have your service on a jury postponed except when business actions

necessitate such action. If you are excused from jury duty before the end of your regularly scheduled

shift or not asked to serve on the jury panel, you are required to call your supervisor as soon as possible

and report to work if required.

Military Leave

HBGC complies with federal and state law regarding military service leave and employees’ and

employers’ related rights and obligations. Your federally guaranteed employment rights and obligations

with regard to military service are explained in the Notice posted in this handbook and on each

department’s employee bulletin board. You also have guaranteed rights and obligations I this regard

under state law.

Employees are urged to notify their immediate supervisor as soon as possible when they become aware

that they will require military leave.

Employee Golf Privileges

HBGC offers employees the privilege to play the golf course, when space is available. So that all

employees may enjoy this benefit, we ask that the following guidelines be followed:

• Request a time through the professional staff and book at tee time.

• Golf Privileges

o Monday-Friday you may play and take a cart at no charge.

o Weekend mornings – no discount

o Weekend afternoons - $30 including cart

• Check-in and receive a slip to present to the starter

• There will be no charge for green fees, practice balls or golf cart for you

• Please follow the dress code, cart rules and golf course etiquette

• Your complimentary golf privileges are in general related to the number of days you work. For

example: you are scheduled work two days in a week, you may play two employee golf rounds.

• Guests:

o Monday-Friday - $25 (GF and Cart); $15 walk only

o Weekend mornings – no discount

o Weekend afternoon - $40 including cart

• Immediate family:

o Monday-Friday no additional charge

o Weekend mornings and afternoons as guest

• Violation or abuse of rules will result in loss of privileges

Employee Golf Shop Discount

• All employees may purchase goods in the golf shop at cost after 30 days of employment.

• Items must be paid for at time of purchase to receive the discount.

Employee Meals

On Shift Meals

• Employees on duty receive a 50% discount on specials of the day and menu items. This is for

food to be consumed onsite during a break, or before the start of a shift, or after clock-out.

• Designated employees may be provided a free meal while working. The value of these meals is

not used in computing employees’ regular rate of pay for over- time purposes

• All Employees on duty may receive free fountain drinks and hot dogs.

• All food consumed during a shift should not be eaten in front of customers or in any work areas.

Please sit in the pub, on the patio or in other employee designated areas to consume your meal.

• It is our policy to provide a paid uninterrupted break of 20 thirty minutes for all employees

scheduled to work a minimum of a five hours.

Off Shift Meals

• Employees – dining in the pub may present their “employee card” and receive 10% off their

check (alcohol not included)

Unemployment Compensation

HBGC pays most of the costs of state unemployment compensation insurance. An employee

may receive benefits according to state law if he/she is unemployed through no fault of his/her

own and meets other test of eligibility required by the state.

Worker’s Compensation Insurance

An employee who is injured or becomes ill while performing his or her work-related duties is covered by

Worker’s Compensation insurance, to the extent provided by law. This insurance is provided at no cost

to the employee.

Any employee who is injured or becomes ill, whether seriously or not, while on the job should report

such injury/illness immediately to their supervisor. An incident report form must be completed as soon

as possible, and a copy of the completed form must also be sent to the Business Office. These forms are

available in the Business Office or from your supervisor. The injured employee may be required to

undergo a drug and alcohol test.

HBGC requires you to utilize a panel of physician’s selected by HBGC and the insurance carrier during the

first ninety (90) days for treatment following a worker’s compensation related injury. Payment for

unauthorized, non-emergency treatment with a non-panel health care provider during this 90-day

period may be denied by the insurance carrier and HBGC. This panel is available in the business office

and posted on employee bulletin boards. Questions should be directed to the Business Office.

Family Medical Leave Act

The Family and Medical Leave Act (FMLA) requires covered employers to provide up to 12 weeks of

unpaid, job-protected leave to eligible employees for certain family and/or medical reasons, or for any

qualifying exigency arising our of the fact that a covered military member is on active duty, or has been

notified of an impending call or order to active duty, in support of a contingency operation.

Additionally, eligible employees are able to take up to 26 weeks of job-protected leave in a single 12-

month period to care for a covered service-member with a serious injury or illness (Military Caregiver

Leave).

Employees who wish to take FMLA leave must notify their supervisor or department head at least 30

days in advance when the need for leave is foreseeable, or as soon as is reasonable if the leave is not

foreseeable. Employees are expected to comply with Honeybrook’s general “call off” procedure unless

an emergency prevents an employee from doing so.

At Honeybrook, employees are required to use all available paid-time off concurrent with using unpaid

FMLA leave time. The maximum paid and unpaid leave available under FMLA is 12 weeks, except for

Military Caregiver Leave under which an eligible employee is entitled to up to 26 weeks of unpaid leave

during a single 12-month period to provide care for such a servicemember. FMLA runs concurrently

with all paid and unpaid time-off.

Employee Eligibility

To be eligible for FMLA benefits, an employee must:

• Have worked for Company for a total of 12 months

• Have worked at least 1,250 hours over the previous 12 months; and

• Work at a worksite where 50 or more of the Company’s employees work within a 75-mile

radius.

While the 12 months of employment need not be consecutive, employment periods prior to a brak in

service of seven years or more need not be counted unless the break is occasioned by the employee’s

military service.

Leave Entitlement

Company will grant an eligible employee up to a total of 12 workweeks of unpaid leave during any 12-

month period for one or more of the following reasons:

• The birth and care of a newborn child of the employees

• The placement with the employee of a son or daughter for adoption or foster care

• To care for a spouse, son, daughter, or parent with a serious health condition

• For a “qualified exigency” arising out of the fact that the employee’s spouse, son, daughter, or

parent is a covered military member on active duty (or has been notified of an impending call or

order to active duty) in support of a contingency operation that involves deployment to a

foreign country

• Care for a covered servicemember who is undergoing medical treatment or recuperation or

therapy as a result of a serious injury or illness incurred in the line of duty.

The eligibility period during which an employee may take 12 weeks of FMLA leave is a “rolling” 12-

month period measured backward from the date an employee requests an FMLA leave of absence.

Spouses who are both employed by Honeybrook are limited in the amount of family leave they may take

for the birth and care of a newborn child, placement of a child for adoption or foster care, or to care for

a parent who has a serious health condition to a combined total of 12 weeks (or 26 weeks if leave to

care for a covered service-member with a serious injury or illness is also used). Leave for birth and care,

or placement for adoption or foster care, must conclude within 12 months of the birth or placement.

Eligible employees may only take Military Caregiver Leave on a one-time basis for each injury suffered

by a particular covered servicemember during a single 12-month period. Military Caregivef Leave does

not renew on an annual basis. Overall, any combination of existing FMLA leave and Military Caregiver

Leave is limited to a total of 26 workweeks. In other words, if an employee takes 12 weeks of leave for

his/her own serious medical condition, she/he may only take an additional 14 weeks of leave (26 weeks

minus 12 weeks) in a 12-month period to care for a covered servicemember injured in the line of duty.

Under some circumstances, employees may take FMLA leave intermittently – taking leave in separate

blocks of time for a single qualifying reason – or on a reduced leave schedule – reducing the employee’s

usual weekly or daily work schedule. L this includes Military Caregiver Leave. When leave is needed for

planned medical treatment, the employee must make a reasonable effort to schedule treatment so as

not to unduly disrupt Company’s operation. If FMLA leave is for birth and care, or placement for

adoption or foster care, use of intermittent leave is subject to Company approval.

Maintenance of Health Benefits

Honeybrook is required to maintain group health insurance coverage for an employee on FMLA leave

and Military Caregiver Leave whenever such insurance was provided before the leave was taken and on

the same terms as if the employee had continued to work. During this period of time, the employee is

expected to continue to pay the employee portion of all health insurance benefits. Payments are due on

paydays when payroll deductions are made for actively working employees to cover the employee’s

portion of the health insurance premium. If premiums go unpaid for more than 30 days after a payment

is due, health insurance benefit coverage will cease upon 15 days’ notice of such.

Return from Leave of Absence

Upon return from a leave of absence employees are generally entitled to be reinstated to their former

job, or to a position with equivalent employment benefits, pay and other terms and conditions of

employment. In all cases where the employee’s leave is for personal medical reasons, the employee

may return to work only after providing a medical certification stating that the serious health condition

which necessitated the leave no longer renders the employee unable to work.

Failure to Return from Leave. To the extend permitted by law, employees who are unable to return to

work following a leave of absence may be terminated. In the event that a terminated employee

recovers from a serious medical condition or is again able to return to work, Company will consider the

employee for rehire based on the needs of the Company and the employee’s work record during

employment with the Company.

While on a leave of absence, including FMLA leave, an employee may not work at any other

emp0loyment, including self-employment. Failure to abide by this provision may result in the denial of

FMLA benefits.

Certification Honeybrook may require that an employee’s request for leave due to a serious health condition

affecting the employee or a covered family member e supported by a certification from a health care

provider. Where the Company has reason to doubt the validity of a health care provider’s report, after

receiving the initial verification from the employee, Honeybrook may also require a second medical

opinion (at the Company’s expense, and this health care provider will not be one regularly employed by

the Company). If the second examination conflicts with the opinion of the employee’s health care

provider, the Company and the employee will select a third health care provider, at Honeybrook’s

expense, whose opinion shall be final and binding. Periodic recertification of a serious health condition

will also be required. For all types of leave, failure to provide an appropriate certification in a timely

fashion may result in FMLA being denied or delayed.

Honeybrook requires employees returning from leave for their own serious health condition to submit a

certification that they are able to resume work. If reasonable safety concerns exist. Honeybrook may,

under certain circumstance, require such a certification for employees returning from intermittent FMLA

leave.

Unlawful Acts

It is unlawful for any employer to interfere with, restrain, or deny the exercise of any right provided by

FMLA. It is also unlawful for an employer to discharge or discriminate against any individual for

opposing any practice, or because of involvement in any proceeding related to FMLA.

Miscellaneous

• Employees will be expected to fill out any forms required by the Company for requesting and

seeking approval of a leave of absence under this policy. FMLA request and certification forms

are available in the Business Office.

• Honeybrook will take all steps necessary to administer this leave policy, including deciding which

absences from work will qualify as FMLA leave. To the extent consistent with applicable law, the

Company has the responsibility to interpret this policy and to decide any issue not expressly

addressed by it. The Company may at any time revise, amend or modify this policy provided

such changes comply with applicable law.

• Nothing in this FMLA policy insulates an employee from the application of any other Company

policies, i.e., while on FMLA an employee remains subject to all changes that may occur in the

Company’s health care program and is subject to all other employment related policies of

general applicability.

• Nothing in this FMLA policy alters, or should be construed to alter, the status of the “at will”

employment relationship between the Company and any employee.

If you have any questions about this policy, please contact your supervisor or a Managing Partner.

Nursing Mothers

Honeybrook will provide a reasonable break time for an employee to express breast milk for her nursing

child for one year after the child’s birth. Generally, the amount of time for breaks will be the same as

under the break policy with the timing of the break altered as needed to accommodate the nursing

mother. When break mile is expressed during an employee break that does not exceed 20 minutes, the

time will be paid. Honeybrook will make available a clean, comfortable, and private area to express

break milk.

Section V Timekeeping/Payroll

Recording Work Hours

HBGC complies with applicable laws that require records to be maintained of the hours worked by its

hourly non-exempt employees and base salary non-exempt employees. We also want Exempt

employees to log hours as well on our payroll processor, ADP’s desktop or mobile app. To ensure that

accurate records are kept of the hours you actually work (including overtime where applicable), and to

ensure that you are paid in a timely manner, you are required to create and log-into your ADP account.

The Business Office will supply you with the information you need to do this. This may be done either

on your mobile device or on one of our desktop stations. After you review your workweek record and

resolve any discrepancies, your supervisor will approve your workweek record and forward it to the

Business Office for processing.

You may not clock-in in more than five (5) minutes before your scheduled shift is to start nor clock out

more than 5 (five) minutes after your shift expires, unless your supervisor approves the additional time

in advance. In addition, if leaving the premises for personal business, employees must clock out.

Please ensure that your actual hours worked are recorded accurately. Altering, falsifying, tampering

with time records or recording time on another employee’s time record may result in disciplinary action,

including the possibility of immediate discharge.

It is our policy to comply with the requirements of the FLSA. Where state law provides additional

requirements, the Company will comply with such state law requirements in addition to the

requirements of the FLSA. Therefore, we prohibit managers from making any improper deductions from

the salaries of exempt and non-exempt employees. We also prohibit managers from requiring or

permitting employees to work “off the clock”. We want employees to be aware of this policy and that

the Company does not allow deductions that violate the FLSA or state law.

Please review your pay voucher for errors. If you believe that an improper deduction has been made to

your salary, you should immediately report this information to your direct supervisor or to the Business

Office. If you believe that your paycheck does not accurately reflect all hours worked, you should

immediately report this information to your direct supervisor or to the Business Office. Reports of

improper deductions or errors will be promptly investigated. If it is determined that an improper

deduction or error has occurred, you will be promptly reimbursed for any improper deduction or error

made.

Regular Pay Procedures

Payroll periods are weekly, commencing on a Monday morning and ending the following Sunday night.

Employees are paid by Direct Deposit, check or Wisely card (reloadable debit card) on a bi-weekly basis,

usually on the Thursday following the close of a payroll week. All required deductions, such as for

federal, state, and local taxes, and all authorized voluntary deductions will be withheld automatically

from your pay.

Pay Advances

Pay advances are not available for employees.

Employment Termination

Since employment is based on mutual consent, both the employee and HBGC have the right to

terminate employment at will, with or without cause, at any time. HBGC will generally schedule exit

interviews at the time of employment termination. A 2-week notice is requested in the event of

employee resignation. This notice is mandatory to receive any remaining PTO (for eligible employees).

Employment benefits will be affected by employment termination in the follow manner. All accrued,

vested benefits that are due and payable at termination will be paid. Some benefits may be continued

at the employee’s expense if the employee so chooses. The employee will be notified in writing of the

benefits that may be continued and of the terms, conditions, and limitations of such continuance.

Section VI Work Conditions and Hours

Hours of Work

Your individual work schedule will be explained to you by your supervisor and made available with as

much advance notice as possible. Employees who are the most readily available and whose

performance is compatible with their supervisor’s expectations will receive first priority for all available

hours.

Trading shifts with fellow employees, without supervisory approval, is prohibited. Please contact your

supervisor to request a shift change or time off. The decision about granting the time off will be at the

discretion of your supervisor and will be based on the continued ability of the Club to provide adequate

service to its members and whether or not your absence will cause an undue hardship to the business.

Overtime

When required due to the needs of the Club, you may be asked to work overtime. Overtime is actual

hours worked in excess of 40 in a single workweek. Nonexempt employees and base salary non-exempt

employees will be paid overtime compensation at the rate of one and one half (1.5) their regular rate of

pay for all hours over forty (40) actually worked in a single workweek. Paid time off, such as holiday,

vacation /sick, bereavement time, and jury duty shall not be considered as hours worked for the

purpose of computing overtime.

All overtime work must be approved in advance by a supervisor or manager.

Attendance

Excessive Absenteeism

Regular and prompt attendance is an essential function of every employee’s job. Illness or personal

problems justify an occasional absence. HBGC has a liberal policy to cover you when you are absent for

these reasons. However, frequent or extended absence, even though legitimate, impairs an operation

and diminishes the value of your job.

If an excess absenteeism pattern continues even after counseling, an employee may be placed on a

warning. In most cases, the warning remains in effect for six months. If the employee’s attendance

record does not improve while on warning, the employee may be discharged.

Excess Lateness

You are expected to be at your workstation and prepared to begin work at the start of your work

schedule. A continued pattern of late arrival places an unfair burden on other employees in the

department and may impact customer service. An employee may be placed on warning for excessive

lateness and, if the pattern continues or worsens, may be discharged.

You must call your supervisor at least two hours prior to the start of your shift if you are unable to work.

In the event you are unable to contact your supervisor you must call the main club house number and

leave a message: 610-273-0207

Gratuities (Tips)

Servers are generally not paid the full minimum wage because it is anticipated you will receive tips to

bring you up to the full minimum wage. Tipped employees are those who customarily and regularly

received more than $30 per month in tips.

You will receive the full minimum wage for any shift worked where your cash wage and tips combined

do not bring your hourly wage up to the full minimum wage.

You have the right to retain all the tips you receive, except for a valid tip pooling arrangement which is

limited to employees who customarily and regularly receive tips.

You are required by the IRS to report, in a written statement, all CASH tips unless you receive less than

$20 in a given month.

All cash and credit card tips must be reported on the daily close out sheet.

Service Charge vs Gratuities

An event fee or an automatic gratuity is not a tip, but rather a Service Charge. HBGC may determine

how to distribute service charges. If distributed to an employee, service charges constitute non-

tip wages paid to the employee and are treated as regular wages for tax withholding and filing purposes.

A Gratuity is completely discretionary, i.e., the customer decides (1) whether to provide the gratuity and

(2) how much gratuity to provide. HBGC is required to keep employee “tip reports” in order to withhold

income taxes, Social Security and Medicare taxes on reported tips from wages. Additionally, employers

must pay their share of Social Security and Medicare taxes based on the total wages paid to tipped

employees as well as the reported tipped income.

Breaks and Rest Periods

• Honeybrook Golf Club complies with state and federal laws regarding rest and meal breaks.

• All minors between the ages of 14 and 17, who work 5 or more consecutive hours, must take at

minimum, a 30-minute break. This is a paid break.

• HBGC permits, with permission from supervisor on duty, employees working a shift greater

than 5 hours a 20-minute paid break.

• All employees must clock-out if you leave the premises for any period.

• Employees may not take breaks if the break will leave a guest unattended or interfere with the

timely preparation and serving of food and beverages

Security Inspections and Workplace Monitoring

Honeybrook wishes to maintain a work environment that is free of illegal drugs, alcohol, firearms,

explosives, deadly weapons or other improper material. To this end, Honeybrook prohibits the

possession, transfer, sale, or use of such materials on its premises. HBGC requires the cooperation of all

employees in administering this policy.

While on the Honeybrook premises employees have no expectation of privacy in their belongings or in

workplace areas.

Honeybrook likewise wishes to discourage theft or unauthorized possession of property of employees

and guests. To facilitate enforcement of this policy, HBGC or its representatives may inspect desks,

lockers, as wells as persons entering or leaving the property and any packages or other belongings. Any

employee who wishes to avoid inspection of any articles or materials should not bring such items onto

the premises. Failure to comply with a reasonable order of a club official to engage in such inspection

will lead to disciplinary action up to and including discharge.

HBGC 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.

Workplace Violence Policy

HBGC recognizes its responsibilities to all employees to maintain a working environment free from

threats of violence or acts of violence committed by employees and visitors to the workplace. It is the

intent of Honeybrook to provide a safe workplace for all employees and reduce the risk of violence by

establishing preventative measures, taking immediate action against those who violate this policy, and

provide support to those affected by violence in the workplace. As noted in Security Inspection Policy,

above, the possession of firearms, explosives, deadly or offensive weapons on the property is

prohibited. This includes in company owned or leased vehicles.

Any potentially dangerous situation must be reported immediately to a supervisor or Managing Partner.

In the event of an emergency or threat of imminent harm, call 911 immediately. These activities will be

investigated immediately and action up to and including termination or arrest by the local authorities

may occur. The employees involved may be temporarily suspended allowing time to fully investigate

the matter.

Employees have no expectation of privacy with respect to items that they bring into the workplace. We

reserve the right to require employees and visitors while on company property to agree to inspections

of their persons possessions and property if a company supervisor has a “reasonable suspicion” that the

employee to be searched is in possession of or is otherwise using or concealing any of the prohibited

items listed above or illegal drugs or alcohol. All searches and inspections conducted will be in the

presence of a company supervisor or Managing Partner. All searches will be performed with appropriate

regard and concern for the personal privacy of the affected employee.

Prohibited Conduct:

The list of behaviors, while not inclusive, provides examples of conduct that is prohibited.

• Causing physical injury to another person

• Making threatening remarks

• Aggressive or hostile behavior that creates a reasonable fear of injury to another person or

subjects another individual to emotional distress

• Intentionally damaging employer property or property of another employee

• Possession of a weapon while on company property including the parking lot or while on

company business

• Committing acts motivated by, or related to sexual harassment or domestic violence

• Intimidation, which includes stalking or behavior which could reasonable interpreted as

intended to frighten or coerce an individual.

Inclement Weather

The Managing Partners or Director of Golf may determine if the Club should close early or not open due

to inclement weather. If this should happen, your supervisor is the only one who can excuse you from

your shift. It is the employee’s responsibility to call their Supervisor if there is any question.

Cell Phone Use

Employees are expected to exercise discretion in using personal cell phones in the workplace.

Employees should keep personal cell phone use to a minimum, and limit cell phone use to break times,

except in the case of an emergency. Checking your phone, texting and calling while on duty and

providing customer service is not permitted.

Smoking Policy

Pursuant to Pennsylvania law, smoking and use of tobacco products, including vaping, chewing tobacco,

and use of e3-cigaretts, are banned in all indoor locations. Employees are permitted one 20-minute paid

break per 5 hours worked and may use this time to smoke at a designated site outdoors and away from

customers. Extra smoke breaks are not permitted. Only one employee per department may have a

break at one time. Cigarette butts must be discarded in trash receptacles provided. Do not litter.

Your supervisor must approve all break times. Employees may not take a break if the break will leave a

guest unattended or interfere with the timely preparation and serving of food and beverages.

**The designated smoking area must be outside and 20 feet away from entrances and ventilation

intakes.

Failure to follow, or abuse of this policy, will result in disciplinary action up to and including termination.

Parking

Reserve the prime parking spaces for customers please!

Kitchen staff may park in the lot between the barn and the Piersol house. All other staff should park in

the general parking lot.

HBGC is not responsible for anything which may happen to your car in the parking lot. Please lock your

car.

Telephone Courtesy

When you call any place of business as one of its current or potential customers, you expect courtesy,

and this affects your feelings about the company as a whole. Likewise, our members judge us based on

telephone conversations. Often the telephone is the only contact our guests have with us, and

courteous telephone calls can greatly enhance the businesses’ s success. Discuss all matters with the

same courtesy that you would appreciate and treat every call as if it were extremely important –

because it is!

Safety Program

Honeybrook Golf Club recognizes the importance of providing a safe work environment. HBGC intends

to comply with all Federal, State and local safety laws.

Every employee is expected to comply with all rules on safety and accident prevention. If an employee

has an accident or injury while on duty it is mandatory you complete an incident report form including

the date, type of injury, location of injury, name of witness and any other information requested. Your

supervisor or the Business Office has these forms. Once completed please return to your supervisor

and/or the Business Office. If the injury results in an emergency, please call 911 or go to the nearest

treatment center. The Business Office will contact Worker’s Compensation insurance company to

provide a claim number for you for treatment. Information is posted on the employee bulletin board

regarding physicians in network, etc.

Entrance/Exit Code

Managers will be provided a 4-digit code to enter or exit the building at the beginning and end of the

day. Please do not share this number with anyone else.

Department Specific Safety

Each HBGC department has an established Safety Program (Maintenance, Greenside Grill, Golf

Operations). Your supervisor will review this with you.

Accident Investigation

Employees must immediately report all workplace accident and injuries to their supervisor or

department head. Department heads are responsible for investigating all workplace accidents. The

proper accident/incident investigation form should be completed by the department head within

twenty-four hours of the accident. The report should include the following:

1. Description of the accident including the location of the accident.

2. Unsafe actions by the injured person or others.

3. Unsafe conditions that may or may not have contributed to the accident.

4. A recommendation for action to prevent recurrence.

5. Forward copies of the report to the Business Office.

Emergencies

In case of emergencies such as injury, medical emergency, fire, robbery, threats of imminent harm etc.

call 911 or the golf shop immediately. In case of fire be prepared to tell the 911 operator the exact

location.

Medical Emergency

The Club has 2 (two) Automatic Defibrillators (AED) on site. One is located on the wall behind the golf

shop counter and the second one is in the maintenance building. These devices help save lives when

someone has a cardiac arrest. If anyone on the property should suddenly collapse, and is not breathing,

call 911, and then follow the instructions on the AED. We provide semi-annual AED training free of

charge and encourage all staff to attend.

Information and Security Policy

Credit Cards

HBGC must take all appropriate measures to protect credit card numbers used to make payments.

Please follow these guidelines when handling credit cards:

• Credit cards must be handed back to customer after it is swiped. We will not hold on to credit

cards as a deposit or for any other reason

• If a customer leaves their credit card behind, place it in the zippered night bag and drop the bag

in the Business Office safe at day end. Please leave a note in the register that we have the card

(and it is in night bag)

• Only the last 4 digits of card numbers are stored in our point of sale.

• If taking credit card info over the phone, please shred the information as soon as it is processed.

Do not simply crumble and put in trash.

• Do not send or request credit card information via email or fax. Do not process any credit

cards or use credit card information that come in this way, rather contact the sender and

request the number over the phone or in person.

• At end of day all credit card receipts are to be placed in the zippered night bag, along with cash

and put in the Business Office safe.

• Credit card receipts will be stored safely until retention period passes and then shredded or

destroyed.

Social Media

• HBGC respects the rights of employees regarding their personal use of social media. However,

individuals must be aware that they are personally responsible for their commentary via social

media. Employees can be held personally liable for commentary that is defamatory, obscene,

proprietary or libelous to any offended party, not just Honeybrook Golf Club. Furthermore,

employees are prohibited from using social media to harass, threaten, discriminate, disparage

employees or anyone associated with, or doing business with, Honeybrook Golf Club.

• Keep in mind that any of your conduct that adversely affects your job performance, the

performance of fellow employees or otherwise adversely affect members, customers, suppliers,

people who work on behalf of the Company or Honeybrook’s legitimate business interests may

result in disciplinary action up to and including termination.

• We encourage you to make use of social media avenues to promote Honeybrook in a positive

way. But do not use Honeybrook’s email addresses to register on social networks, blogs or other

online tools utilized for personal use.

• When using social media for personal use please follow these guidelines:

o Be respectful. Always be fair and courteous to fellow employees, customers, members,

suppliers or people who work on behalf of the Company. Also, keep in mind that you

are more likely to resolve work related complaints by speaking directly with your co-

workers or by utilizing our Open Door Policy than by posting complaints to a social

media outlet. Nevertheless, if you decide to post complaints or criticism, avoid using

statements, photographs, video or audio that reasonable could be viewed as malicious,

obscene, threatening or intimidating, that disparage customers, members, co-workers

or suppliers, or that might constitute harassment or bullying. Examples of such conduct

might include offensive posts meant to intentionally harms someone’s reputation or

posts that could contribute to a hostile work environment on the basis of race, sex,

disability, religion or any other status protected by law or company policy.

o Be honest and Accurate. Make sure you are always honest and accurate when posting

information or news, and if you make a mistake, correct it quickly. Be open about any

previous posts you have altered. Remember that the internet archives almost

everything; therefore, even deleted posting can be searched. Never post any

information or rumors that you know to be false about the Company, fellow employees,

members, customers, suppliers, and people working on behalf of the Company or

competitors.

o Maintain the confidentiality of Company trade secrets and private or confidential

information. Trace secrets may include information regarding the development of

systems, processes, products, know-how and technology. Do not post internal reports,

policies, procedures, or other internal business-related confidential communications.

o Express only your personal opinions. Never represent yourself as a spokesperson for

the company. If the Company is a subject of the content you are creating, be clear and

open about the fact your are an employee and make it clear that your views do not

represent those of Company, fellow employees, members, customers, suppliers or

people working on behalf of Company. If you do publish a blog or post online related to

the work you do or subjects associated Company, make it clear that you are not

speaking on behalf of Company. It is best to include a disclaimer such as “the postings

on this site are my own and not necessarily reflect the views of Company.

o Media Contacts. Employees should not speak to the media on Honeybrook’s behalf

without contacting the Managing Partners. All media inquires should be directed to

them.

Computer, Voicemail, E-mail and Internet Usage Policy

Computers, computer files, the e-mail system, the voicemail system, access to the internet, and

software and related technology are furnished by the Company for use by employees and are intended

only for business use and personal use should be kept to a minimum and reserved only for break or non-

working time. The equipment software, services, and technology provided to employees through

computers, telephones and e-mail and the internet are the exclusive property of the Company and may

only be used by authorized employees in compliance with this policy. Computers, telephones and e-

mail and the internet may not be used for non-work-related activities without advance written

permission of the Company. Personal devices are not permitted to connect to our internal private

network.

Employees have no expectation of personal privacy in computer files, email and voicemail messages and

their use of the internet on Company equipment. The Company reserves the right to review computer

files, email and voicemail messages, and to monitor computer, email, internet and voicemail usage, at

any time. On the other hand, official Company files, communications or other records are private and

should only be viewed, retrieved, copied, stored or disseminated by employees who are authorized to

do so. Employees should not use a password, access a file, or retrieve any stored communication

without authorization. Employees should never disclose access codes or passwords to any other person,

including other employees.

The Company strives to maintain a workplace free of harassment and sensitive to the diversity of its

employees. Therefore, the Company prohibits the use of computers, e-mail and voicemail and the

internet in ways that are disruptive or offensive to others, or harmful to morale. For example, the

display, downloading or transmission of sexually explicit images, messages, and cartoons is not allowed.

Other such misuses include, but are not limited to, ethnic slurs, racial comments, off color jokes, or

anything that may be construed as harassment or showing disrespect for others. Computers, e-mail and

voicemail and the internet may not be used to solicit others for commercial venture, religious or political

causes, outside organizations, or other non-business matters.

The Company purchases and licenses the use of various computer software for business purposes and

does not own the copy right to this software or its related documentation. Unless authorized by the

software developer, the Company does not have the right to reproduce such software for us on more

than one computer. Employees may only use software on local area networks or on multiple

computers according to the software license agreement. Employees are prohibited from duplicating

software and its related documentation without prior authorization from the software licensor.

Employees must at all times comply with all terms of the software license agreements.

Only software that has been approved for use by the Company may be installed or operated on the

Company computers or equipment. Only software that has an approved business purpose and that has

been properly licensed for use on the Company’s equipment will be approved for use. The Company

reserves the right to examine and audit computers and other equipment at any time.

Section VII Employee Conduct and Disciplinary Action

Employees are expected to be:

• On time and alert when scheduled to be at work

• Careful and conscientious in performance of duties

• Thoughtful and considerate of other people

• Courteous and helpful when dealing with customers and other employees.

Resignation:

Employees who feel it necessary to resign should submit their resignations to their supervisor. All

business property, keys, uniforms, etc. assigned to you must be returned before your last day of work.

PTO time accrued as of the date of resignation will be paid to all Full Time employees provided that two

weeks advance notice is provided and that all business property has been returned. PTO pay will be

included in the paycheck covering the pay period in which your final working day occurs.

Termination:

Please remember that we operate under an employment-at-will policy, as described elsewhere in this

handbook. The following policies also relate to resignations and terminations:

• All references must come from the Business Manager or a Managing Partner.

• Supervisors are not permitted to provide references in any form. Please do not ask.

• Personnel leaving in good standing may receive favorable consideration for reemployment if

they wish to return at a later date.

• Personnel leaving between pay periods will be paid on the next regular payday

Employee Conduct The job performances and personal conduct of each employee reflects directly and indirectly upon the

reputation of our business. Therefore, it is important that each member of the staff adheres to

established policies and ethical behavior at all times. In addition to the practice of sound judgment and

conscientious discharge of duties, the following guidelines are set forth to maintain the standards of our

business.

The following offenses are examples of what could lead to disciplinary action up to and including

termination:

1. Dishonesty of any kind, including, but not limited to fraud, theft, conversion, or

misappropriation of business funds or property, and misrepresenting or leaving off information

on employment applications or other documents.

2. Disobedience or insubordination to Supervisors or other members of Management, including,

but not limited to the refusal to perform assigned work without reasonable justification.

3. Fighting or attempting bodily injury to another person while on business premises, or the use of

intemperate, abusive, or threatening language toward fellow employees, members of Management, customers.

4. Reporting to work with the presence of unlawful drugs (including misused prescription drugs) or

alcohol in your system; possessing, using, manufacturing, purchasing, selling, distributing , or

making arrangement to distribute unlawful drugs at any time on or off-duty; possessing using or

distributing alcohol, except where authorized; or conduct outside work which is unlawful,

otherwise adversely affects your work or reflects poorly on the business.

5. Falsifying any time records or other business records, including employment applications and

medical records.

6. Theft, willful destruction, or defacing of, or damage to property belonging to the business, other

employees or customers.

7. Carrying concealed weapons or unauthorized possession of weapons on premises

8. Soliciting gifts or gratuities from customers

9. Gross negligence, violation of safety rules, or inattention to duty resulting in material loss to the

business, damage to its equipment or facilities, or jeopardizing the safety and health of

employees or customers.

10. Obtaining employee benefits or privileges under false pretenses.

11. Coercing, inciting, bribing, threatening or otherwise interfering with other employees in any

manner to induce violation of rules regulations, or policies or to prevent disclosure of such

conduct – including sexual harassment and racial discrimination.

12. Excessive absence from work or lateness in reporting to work. Missing three (3) consecutive

days without notification or proper medical excuse.

13. Discourteous conduct toward customers

14. Absence from work without appropriate notice to your supervisor or absence from work

without a justifiable reason.

15. Smoking in non-smoking areas. Taking smoke breaks without permission from supervisor or

beyond the 20 minute paid break provided without clocking out or without permission

16. Inefficiency, inability or negligence in the performance of assigned duties.

17. Violation of safety rules.

18. Engaging in any unauthorized personal business during working time which interferes with the

performance of the employee’s job.

19. Unauthorized use of cell phones or business telephones, computers, e-mail or the internet for

personal use.

20. Consuming food or beverages in unauthorized areas or during working time without proper

authorization

21. Refusal to work necessary overtime without a justifiable reason

22. Failure to exercise proper custodial care of business property entrusted to your possession.

23. Failure to adhere to the written standard of dress, grooming, and personal hygiene.

24. Making or publishing false, vicious or malicious statement concerning the business, employees,

supervisors, or customers.

25. Engaging in activities on or off the premises that could be considered unlawful or damage the

good will of the business.

26. Leaving your work area without authorization during working time.

27. Insubordination or other disrespectful conduct

28. Engaging in unethical or illegal conduct.

29. Unsatisfactory performance or conduct or performance or conduct that does not meet the

requirements of the position.

30. Failure or refusal to submit or consent to a required alcohol or drug test

31. Violation of Substance Abuse Policy

32. Misuse of any of HBGC’s benefit programs.

Any other conduct which, in the sole opinion of Honeybrook Golf Club, is detrimental to its operations,

other employees, members or the general public.

The items listed above are examples of conduct which may subject an employee to disciplinary action or

immediate discharge. It is not all inclusive and there may be other circumstance for which employees

may be disciplined.

Employee Discipline

To address those times when an employee does not live up to work or conduct standards, the Club may

provide the employee with counseling, institute progressive discipline, or termination from

employment. HBGC has the discretion to decide whether counseling, progressive discipline, or

immediate discharge is appropriate. Disciplinary action may call for any of the four (4) steps and there

may be circumstances when one or more steps are bypassed, all at the discretion of HBGC.

1. Verbal warning

2. Written warning

3. Suspension, with or without pay

4. Termination of employment

Substance Abuse Policy

Intent:

It is in the interest of the Club to maintain a workplace free from the presence of

alcohol, drugs or other intoxicating substances and free from the impairments

associated with alcohol or drug usage. Concerns with respect to employee safety,

employee health and corporate competitiveness require that HBGC take an active

approach to the resolution of suspected or identified substance abuse situations. To

protect the safety of its employees, customers and visitors, HBGC must maintain and

enforce rules and regulations. Honeybrook will discipline employees for violation of its

policy on drugs and alcohol or for other appropriate work-related reasons.

Scope:

Employees will be tested for the following controlled substances: Marijuana, cocaine,

opiates, amphetamines and phencyclidine. Employees may also be tested for alcohol.

An employee may use a substance administered by or under the instructions of a

physician who has advised the employee that the substance will not affect the

employee’s ability to perform his or her position or affect the safety of the employee or

others in the workplace.

Prohibited Conduct

The following shall be considered prohibited conduct:

1. The use or possession of a controlled substance by an employee on

Honeybrook Golf Club’s premises. Possession includes any situation where

the employee exercises control over the controlled substance, including

carrying the item on his or her person, in a company locker, or consumption

on company property.

2. Alcohol consumption while on duty.

3. The distribution of or receipt from others of any item listed within the scope

of this policy while on Honeybrook Golf Club’s business or premises.

4. The use of a controlled substance while not on Company time, if an

employee reports to work with the presence of the item in his/her bodily

system, whether or not it demonstrably impairs the employee’s

performance or the employee is demonstrably impaired at the work site.

Consequences

If an employee engages in any of the prohibited conduct, the consequences of that

action will be appropriate disciplinary action up to and including termination. Although

HBGC may offer help to employees with their substance abuse problems, nothing in this

policy will insulate an employee from discipline for poor work performance or

attendance problems that may have been induced by drugs or alcohol.

Testing Conducted

1. Post-Offer/Pre-Employment: Every offer of employment with HBGC is expressly

conditioned upon successfully completing a drug screen. The presence of any controlled

substance, except a legally prescribed and identified drug, shall disqualify an applicant

for employment.

2. Reasonable Suspicion: Situations will present themselves when Managers/Supervisors

will have a reasonable suspicion that an employee’s performance is being impaired as a

result of substance abuse, which may occur either on or off the job. Reasonable

suspicion may exist by virtue of: (a) an employee’s visible impairment on the job; (b) an

objective evaluation of an employee’s declining productivity, quality of performance or

attendance; or (c) a work-related accident or injury, or following an unsafe act; (d)

otherwise unexplainable behavior by an employee; or (e) other objective signals.

In these situations, HBGC may require employees to undergo testing for alcohol and controlled

substances. Where employees refuse such testing, they will be subject to disciplinary action, up

to and including termination.

3. Post-Accident Testing: All employees who are involved in a work-

related accident or injury will be required to undergo immediately controlled

substance and alcohol testing when the circumstances suggest that intoxication

may have played a role in the accident or injury. Employees may also be subject

to drug and alcohol testing if they are involved in a property damaging accident

or incident if circumstances suggest that intoxication may have a played a role.

Refusal to undergo post-accident testing will result in disciplinary action, up to

and including termination.

4. Return-to-Duty Testing and Follow-up Testing: Any employee who

returns to work after a positive alcohol test or who tests positive for a

controlled substance and/or who undergoes a rehabilitation or treatment

program must undergo follow-up testing at periodic intervals as determined by

HBGC. Such testing will occur up to three times following the first 12 employee

returns to work. Follow up testing will not exceed a period of 12 months.

Testing and Test Results

Honeybrook Golf Club will employ a breath alcohol or blood test for purposes of alcohol

testing and a urine screen for purposes of controlled substance testing. In all cases,

HBGC and its designated collection sites shall utilize procedures for collecting urine

specimens that allow individual privacy, unless there is a reason to believe that a

particular individual may alter or substitute the specimen to be provided. No test will

be performed on any blood or urine sample other than a test to determine the presence

of controlled substances or alcohol. HBGC will not use any such tests to gather medical

information about an employee or applicant other than use of alcohol or controlled

substances as defined in this policy.

The results of the testing will become part of the employee’s medical file, but not the

employee’s personnel file. The employee will be provided with the written results of

the tests upon request.

Honeybrook Golf Club respects the confidentiality of test results. Only those

management personnel with a need to know will be provided access to test information.

Employee Cooperation

Failure of any employee to undergo controlled substance and alcohol testing when

required under this policy will be considered insubordination and will subject the

employee to discipline up to and including immediate discharge. Efforts by employees

to “beat” the test by any method including substitution, diluting, or altering urine will

result in immediate discharge.

Amendment of Policy

HBGC reserves the right to alter, abolish or amend this policy and any other term or

condition of employment at any time without the consent of its employees. The

adoption of this policy and the provision of any benefit hereunder does not create a

contract of employment for a specific term nor does it imply any right to continued

employment.

Reservation of Rights

Nothing in this policy should be construed to prohibit HBGC from its responsibility to

maintain a safe and secure work environment for its employees or from invoking such

disciplinary actions as may be deemed appropriate for actions of misconduct by virtue

of their having arisen out of the use or abuse of alcohol or drugs or both.

Honeybrook Golf Club 1422 Cambridge Road

Honey Brook, Pa 19344 610-273-0207

I have received and read a copy of the Honeybrook Employee Handbook. _________________________________ _______________________ (Employee) (Date)

Honeybrook Golf Club 1422 Cambridge Road

Honey Brook, Pa 19344 610-273-0207

I have received and read a copy of the Honeybrook Employee Handbook. _________________________________ _______________________ (Employee) (Date)

Honeybrook Golf Club 1422 Cambridge Road

Honey Brook, Pa 19344 610-273-0207

I have received and read a copy of the Honeybrook Employee Handbook or Mini Handbook (please circle one). _________________________________ _______________________ (Employee) (Date)