Employee Motto

Exceptional Service Begins With Exceptional People

Mission Statement

ABOVE AND BEYOND OUR GUESTS’ EXPECTATIONS

Through our commitment to maintaining positive attitudes, providing exemplary service and superior accommodations.

Purpose

Welcome to The Broadmoor family! This guidebook has been designed to serve two important purposes. The first is to make it easier for you to learn about your new place of employment. The second is to provide you with the information you need in order to become part of our successful team.

Because there are hundreds of fellow employees working alongside you, it is necessary that we all use the same set of guidelines and procedures for everyone’s benefit. It is your responsibility to read through this guidebook so that you know what to expect from us and what we will expect from you.

This employee guidebook is provided for the convenience and information of Broadmoor employees only. With the sole exception of the Dispute Resolution Policy and Arbitration Agreement, discussion of policies, procedures and benefits in this guidebook is informational only and subject to change according to the needs of The Broadmoor and its employees. With or without cause or notice, The Broadmoor management reserves the right to interpret and modify the provisions of this guidebook (with the exception of the Dispute Resolution Policy and Arbitration Agreement) as they determine necessary.

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With the exception of the Dispute Resolution Policy and Arbitration Agreement, the contents of this guidebook do not constitute a contract of employment either expressed or implied. Nothing contained in this guidebook should be construed as a guarantee of continued employment; but rather, the employment relationship with The Broadmoor is on an at-will basis. This means that the employment relationship may be terminated at any time by either the employee or The Broadmoor for any reason not expressly prohibited by law. Any written or oral statement to the contrary by a Supervisor, corporate officer, or other agent of The Broadmoor is invalid and should not be relied upon by any prospective or existing employee. This book and its contents thereof supersede any previous editions of the employee guidebook. The policies and guidelines presented in this bookbo ok are the cccurrentcurrent policies and guidelines and supersede previouslypreviously written guidelines.

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Contents I. INTRODUCTION………………………….………………………………………………………. 10 President’s Welcome ...... 12 The Broadmoor Tradition ...... 13 Anschutz Corporation ...... 14 Building a Tradition of Excellence ...... 14 II. HOTEL INFORMATION………………………………………………………..……………… 15 Dining and Entertainment ...... 23 Broadmoor Retail Shops ...... 26 Additional Offerings ...... 31 The Broadmoor Wilderness Experience ...... 31 III. GUEST RELATIONS……………………………………………….…………………………….. 34 Courtesy to our Guests ...... 34 Addressing Guests ...... 35 Guest Complaints ...... 35 Broadmoor History of Excellence ...... 37 Guest Accidents ...... 37 Guest Privacy ...... 38 Guest Misconduct...... 38 Guest V.I.P. Pin...... 39 Guest Contact ...... 39 Lost and Found ...... 40 IV. POLICIES AND PROCEDURE GUIDELINES……………………………..………… 41 Employee Classification ...... 41 Evaluation Period ...... 41 Equal Employment Opportunity ...... 42 No Harassment Policy ...... 43 Reasonable Accommodations/Modified Job Duties ...... 44 Open Door Communication Policy ...... 45

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Dispute Resolution ...... 46 Eating and Drinking Policy ...... 48 Smoke/Tobacco-Free Policy ...... 50 Dating Policy ...... 51 Reference Check Policy ...... 51 Conflict of Interest Policy ...... 52 Confidentiality Policy ...... 52 Package Pass ...... 52 Inspection Policy ...... 53 Solicitation/Distribution Policy ...... 53 Disciplinary Policy ...... 53 Standards of Conduct ...... 55 Identification Card ...... 58 Name Tags ...... 58 Uniforms ...... 59 Employee Entrances ...... 59 Employee Parking...... 60 Employment of Relatives ...... 61 Lockers ...... 62 Restrooms ...... 62 Elevators ...... 63 Telephones ...... 63 Recording for Evaluation Purposes ...... 63 Meal Breaks ...... 64 B.B.C. (Broadmoor Beautification Committee) ...... 65 Maintenance FIXX Line ...... 65 Job Postings, Promotions, and Transfers ...... 65 Employee Self Service ...... 66 Personnel Files ...... 67 5

Work Schedules ...... 68 Hours of Work ...... 68 Attendance Guidelines ...... 68 Reduction of Hours ...... 69 Key Control ...... 70 Guest Room Master Keys (Card Key) ...... 71 House Bank/Cashier Procedures ...... 71 Personal Grooming Standards ...... 72 Company Device and System Usage Standards Overview ...... 77 Standards for Electronic Devices Used for Company Business ...... 78 Backups and Data Storage ...... 79 Use of Company Systems (Including E-Mail, Voicemail, Internet and Networks) ...... 79 Device and System Security Requirements ...... 82 Access and Disclosure ...... 83 Waiver and Severability ...... 84 Recording Devices in the Workplace...... 84 Information/Computer Security and Proprietary Information ...... 84 Social Media Policy ...... 85 Use of Hotel Facilities ...... 90 Restaurant Use Pass ...... 90 Employee/Guest Fraternization ...... 91 Food and Beverage Deliveries ...... 91 Lactation Accommodation Policy ...... 91 Your Performance...... 92 Post Evaluation Period ...... 92 Annual Evaluation ...... 92 Salary Administration ...... 93 Sample Pay Period ...... 93

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Picking Up Paychecks ...... 93 Clocking In/Out ...... 94 Direct Deposit ...... 94 Tip Reporting ...... 94 Overtime ...... 94 Overtime Compensation ...... 95 Exit Process ...... 95 Final Checks ...... 97 Check Cashing ...... 98 Advance on Paychecks ...... 98 Employee Communication & Recognition ...... 98 PPProjects,P RRRecognition,R IIInvolvement,I DDDedicationD and EEEventsE Committee (P.R.I.D.E.) ...... 98 Employee Recognition Programs ...... 99 Manager of the Quarter ...... 100 Service Pins ...... 101 An Evening with the Stars ...... 101 Pioneer Club ...... 101 Publications ...... 101 “I Make it Better” Hotline ...... 102 Departmental Meetings ...... 102 Employee Open Forum ...... 102 Bulletin Boards ...... 103 R.S.V.P. Hotline ...... 103 V. BENEFITS……………………………………………………………………………….…………… 104 Broadmoor Café...... 104 Restaurant Discounts...... 104 Discounts on Purchases ...... 105 Laundry and Dry Cleaning Discount ...... 105

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Movie Passes ...... 105 Spa Discount ...... 105 Other Current Discounts ...... 106 Employee Resource Library ...... 106 Employee Access Automated Teller Machine (ATM) ...... 107 Employee Fitness ...... 107 Employee Assistance Program (EAP) – Centura Health Profile EAP .. 107 Hotel Chaplain/Counselor ...... 108 Tuition Reimbursement Policy ...... 108 Scholarship ...... 110 Vacation ...... 110 Holidays ...... 111 Personal Days ...... 112 Paid Sick Leave ...... 112 Paid Time Off Note ...... 113 Election Day ...... 113 Leaves of Absence ...... 113 Personal Leaves of Absence ...... 113 Family and Medical Leave Act Policy ...... 114 Military Related FMLA Leave ...... 120 Military Caregiver Leave ...... 120 Qualifying Exigency Leave ...... 122 Jury Duty Leave ...... 124 Leave for Crime Victims ...... 124 Bereavement Leave ...... 125 Military Leave ...... 125 Insurance Benefits ...... 125 401(k) Retirement Savings Plan ...... 126 Bridge of Service Policy ...... 127 8

VI. HEALTH AND SAFETY……………………………………………………………..……….. 128 Safety and Security ...... 128 Witness to Acts of Vandalism, Theft or Fire Incidents ...... 129 Reporting Unsafe Conditions and Hazards ...... 129 Emergency Procedures ...... 130 Fire Safety ...... 130 Hazard Communication/Right-to-Know Program ...... 130 Bloodborne Pathogens ...... 130 Personal Protective Equipment ...... 131 Lock-Out / Tag-Out ...... 131 Quarterly Safety Meeting ...... 132 Hotel Vehicle Operation...... 132 Distracted Driving...... 133 Drug and Alcohol Policy...... 134 Work Related Accident/Illness Reporting ...... 136 Modified Duty/Return-To-Work ...... 137 Non-Work Related Injury/Illness ...... 137 Worker’s Compensation ...... 139 Fraudulent Worker’s Compensation Claims ...... 139

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I.I.I. INTINTINTRODUCTIONINT RODUCTION

Welcome to The Broadmoor Family! Our proud tradition of providing excellent service to our guests was started in 1918 and continues to this day. You make those memories and service experiences happen. Our employees are the most important asset here at The Broadmoor.

Exceptional Service Begins With Exceptional People

The senior management team at The Broadmoor, known as the Executive Committee, is here to support you in delivering exceptional service to our guests. You will meet them as you start your career at The Broadmoor.

Stephen Bartolin Jr. Jack Damioli Chairman President & CEO

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Executive Committee Continued

Ann Alba Tim Hansen Resident Manager Director of Finance

Cindy Johnson Barry Brown Director of Human Resources Vice President of Sales and Marketing

Terry McHale Craig Reed Director of Facilities Director of Food & Beverage

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President’s Welcome

Welcome to The Broadmoor! It gives me great pleasure to welcome you as a new member of our staff to one of the finest resorts in all of the world. This guidebook has been prepared to assist you in understanding the guidelines, practices and benefits that pertain to your employment. Since this book is only meant as a guide, there will be other subjects which your Supervisor may cover with you in a group or on an individual basis. After reading the guidebook, if you have any questions please ask your Supervisor or a member of the Human Resources Department.

Please remember that you play an important role in the overall success of The Broadmoor. The Broadmoor is an outstanding resort, not because of the beautiful physical facilities or its majestic setting, but because of our extraordinary staff; each and every one of you! You give The Broadmoor its character, personality, warmth, and charm as well as provide our most important product – exceptional service to our guests.

Once again, welcome to The Broadmoor family. We hope that you will find your work and association with The Broadmoor to be enjoyable, rewarding, and long lasting.

Sincerely,

Jack Damioli President & CEO

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The Broadmoor Tradition

The Broadmoor’s present reflects it’s distinguished past in every phase of operation. In large part, this is attributed to the staff, management, and directors who have preserved elegant traditions for more than nine decades.

The Broadmoor represents the culmination of one man’s dream to build the finest hotel in the United States. The visionary, Spencer Penrose, was many times a millionaire and one of the town’s most colorful and prominent citizens. He made this dream a reality in 1918. Of his many business and charitable pursuits, The Broadmoor remained foremost in Mr. Penrose’s attentions and affections until his death in 1939. Penrose endowed The Broadmoor and his numerous other holdings, to the El Pomar Foundation, which he set up in 1937 as a non-profit philanthropic organization to benefit the people and institutions of Colorado.

Over the years, a continuous expansion program has added to the wonders of The Broadmoor. The Cheyenne Mountain Highway was constructed by Spencer Penrose and the Cheyenne Mountain Zoo opened. Mr. Penrose then added an indoor Riding Academy, which was converted to an ice skating rink ten years later and is now the site of 150 deluxe rooms and suites. Other important openings include the Will Rogers’ Shrine of the Sun, La Taverne, Terrace Pool, and The Hotel Bar.

As conventions and meetings increased business at the Hotel, the facilities were further expanded. Since 1960, the following additions to the 3,000 acre complex have been made: the South Tower of the Main Complex, the International Center, the Golden Bee, Cheyenne Lodge, the third 18-hole championship golf course, Broadmoor West, Colorado Hall, West Ball Room, The Rocky Mountain Ball Room, West Tower, the Spa, the Tennis Club, Lakeside Suites, the Cottages, Summit, Broadmoor Hall, Play, Natural Epicurean, The Fish House, two Brownstones, The Broadmoor’s Ranch at Emerald Valley, Cloud Camp, The Broadmoor Fishing Camp, Ristorante del Lago, and the renovation of the original West building adding 33 rooms. The Hotel continues to enhance and update the many facilities and services offered to our guests. The renovation of our restaurants and expansion of our retail shops has helped to keep the tradition alive. Recreational activities such as golf, tennis, swimming, paddle boating, white-water rafting, horseback riding, and hot air ballooning are available. These activities, plus the many 13 famous scenic attractions of the Pikes Peak Region, help make The Broadmoor one of the world’s premier destination resorts.

Anschutz Corporation

In October of 2011, the Anschutz Corporation, headed by Philip Anschutz, purchased the Oklahoma Publishing Company, which included The Broadmoor. Mr. Anschutz has pledged to continue the stewardship and traditions of excellence which have made The Broadmoor what it is today and invest in its future.

Building a Tradition of Excellence

A deep respect for The Broadmoor history and traditions endures and is complemented with continued investment in renovation and restoration of the beautiful facilities. With warm remembrances of the past, we look to the future and follow the dream of Spencer Penrose to continue upgrading and further enhancing The Broadmoor experience so it may be enjoyed by future generations of employees and guests.

While The Broadmoor is rich in history, tradition, and ambiance, it is ultimately our conscientious employees providing exceptional service in a warm and friendly manner that makes The Broadmoor one of the world’s finest resorts. The efforts of each and every employee together provide our guests with the quality service and experience they have come to expect from us.

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II.II.II. HOTEL INFORMATION

The following questions are asked frequently by our guests. We like our employees to be familiar with these questions so that they may assist guests in a knowledgeable manner.

Q) When was The Broadmoor’s grand opening? Who built it?

A) The Hotel opened June 29, 1918 and was built by Spencer Penrose.

Q) Why is the letter “A” in the name BROADMOOR raised?

A) Spencer Penrose was intent on having his hotel be called The BROADMOOR. There were other properties in the country with the same name and there were copyright laws governing duplicating this name. So Spencer raised the “A” making his logo appear differently, thus circumventing the copyright laws.

Q) How far is it around the lake?

A) The walkway surrounding the perimeter of the lake is 3/4 of a mile.

Q) What are our check-in and check-out times?

A) Check-in is at 4:00 pm and check-out is at noon.

Q) How many rooms and suites do we have?

A) The Broadmoor currently has 779 rooms including two brownstones. This number increased from 746 following the West renovation in 2014. One hundred thirty of our guest rooms 15

are considered suites, with seven of these rooms designated as Signature Suites. These Signature Suites include the Penrose Suite, Carlton Suite, Gaylord Suite, Edith K. Gaylord Suite, Parker Suite, North Cheyenne Mountain Suite, and South Cheyenne Mountain Suite. Forty-four of our rooms are part of the Golf Course Cottages.

Q) When did we complete the renovation of the Main Hotel?

A) The Main Hotel Renovation, including the new Hotel Bar was completed in April of 2002.

Q) When did we complete the renovation of the West Building?

A) The West Building Renovation, including Ristorante Del Lago and Natural Epicurean, was complete in May of 2014.

Q) What are the murals in the Hotel Bar? Is there a story behind them?

A) On June 29, 1918 The Broadmoor Hotel opened its doors for business. Founder Spencer Penrose was known for his marketing genius and in the summer of 1920 decided on a plan to market the awareness of The Broadmoor to the country. Being located in Colorado Springs with a population of 8,000 people, this was not an easy task.

Spencer decided he would invite the leading hoteliers of that time to visit The Broadmoor and let them experience the luxuries of this new Hotel. His invitation was delivered to 55 hoteliers who were managing the grand hotels of America. These hotels spanned the country from the East to the West coasts including such famed hotels as the Concord, St. Regis, Waldorf, Vanderbilt, and Plaza in New York City to the Del Coronado in San Diego. Spencer estimated the combined worth of the hoteliers to be

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$100,000,000 and named the group “The $100 Million Hotel Club.”

Spencer organized a series of Pullman cars to accompany his own, and two luxury train cars, the Newport and the Mather, whose stateroom suites would be used for entertainment during the trip. The esteemed group departed on September 10, 1920 from Grand Central Station to bring them to The Broadmoor for their week of festivities. Spencer had organized their entire trip assuring them they were his guests. The only exception was that Spencer requested them to bring “Six bottles of Eau de Cologne” each.

You may not recall, but this trip was made during the period of the “Great Drought” or Prohibition, as we all remember it. Spencer had many friends and fortunately one of them was Mr. Thomas E. Rush, an agent with the U.S. Custom and Treasury Service. Mr. Rush actually sent Spencer a letter advising him on how his friends should package their “gasoline,” as Mr. Rush referred to the alcohol, so it would not be discovered during their train trip. “If the guest intends on carrying supplies in their grip, be sure they are locked separately… little chance of being disturbed if they do this,” said Mr. Rush. Upon their arrival at The Broadmoor, Spencer had a fleet of Pierce Arrow cars available for their use, with or without a driver.

Spencer’s invitation outlined a week full of activities – airplane races from Denver to Colorado Springs, polo matches, and car races to the top of Pikes Peak (now known as the Pikes Peak Hill Climb). The winner of this race was awarded the “Penrose Cup,” a trophy valued at $5,000 at that time. Spencer’s invitation also described the evenings to be filled with great food, drink, entertainment, and “Dancing with your lovely wives.” However, “Dancing with your lovely wives” was in very small font and was printed on the bottom of the invitation. So, it was no surprise when Spencer’s gentleman friends arrived without their wives. The week concluded with all guests certainly knowing of The Broadmoor and how truly exceptional it was.

Following their return home, a letter was written to Spencer proclaiming him the “Prince of Entertainment.” Spencer was 17

invited to New York City the following year to be honored at the Hotel Commodore on September 23, 1921. Only those invited to The Broadmoor attended this evening and each was asked to bring their testimonials. That evening Spencer was presented an engraved silver plaque personally designed and built by Mr. Frost of the famous House of Black, Starr and Frost. This event soon turned into an annual dinner where these same individuals returned to New York City to enjoy yet another evening of food, drink and camaraderie. They soon named their group the “Tavern Club” (In recognition, Spencer also named The Broadmoor’s restaurant “The Tavern”). Membership in the group was by recommendation only, and the individual had to have unanimous approval. Even today, The Tavern Club continues to meet on an annual basis.

As you exit, you will see the inscription “Au revoir, but not goodbye.” These were Spencer’s parting words to his friends who helped shape the story of “The Hotel Bar.”

Q) How many golf courses do we have?

A) We have three 18-hole championship golf courses. The East and West courses were designed by Donald Ross and Robert Trent Jones. The Mountain course has been re- designed by the Jack Nicklaus Design Group. It re-opened in July of 2006 with a new Mountain Clubhouse housing a small café and retail shop.

Q) How many swimming pools do we have and where are they?

A) We have three swimming pools and three hot tubs on the property. The Golf Club/Spa pools and hot tub are open year round. The Terrace Pool and hot tubs are open seasonally.

Q) Can you swim or fish in the lake?

A) Neither swimming nor fishing is allowed in the lake. 18

Q) Where can a guest make reservations for breakfast, lunch, dinner or Sunday brunch?

A) For all in-house guests, reservations can be made through the Concierge Department at Ext. 5252 or Central Dining at Ext. 5733. For all guests due to arrive and for our local patrons, reservations can be made through the Central Dining Department or by calling the restaurants directly. (Ex. Summit 577-5896)

Q) Where can a guest get ice and what does it cost?

A) Housekeeping fills the ice buckets each afternoon at 3:00pm and at turndown. For additional ice, call Housekeeping at Ext. 5320. It is complimentary.

Q) What are our room rates?

A) Room rates during the peak season range from $420 to $565, with suites and cottages ranging from $650 to $5600 depending on size and location. We often offer special promotions and reduced rates.

Q) Where can a guest go to feed the ducks?

A) The ducks and geese may not be fed. The Division of Wildlife and State Law prohibits feeding waterfowl.

Q) Do we have activities for children? Where should you direct the call?

A) The Concierge Department can arrange for baby-sitting and children’s activities in the Bee Bunch Program. Call the Concierge Desk at Ext. 5252. Other activities available include Bowling at PLAY, shuffle board, and video games. 19

Q) Where can guests go dancing?

A) There is dancing in the Penrose Room and in La Taverne. Dancing may be arranged in other places for special occasions.

Q) Which dining room is most formal?

A) The Penrose Room is our most formal dining room. Jackets are required for men, evening wear for ladies.

Q) Where did the interior of the Golden Bee originally come from?

A) The Golden Bee bar came to New York in the early 1900’s from London, England. It is a restored authentic English Pub from the 19th century. It arrived at The Broadmoor on May 27, 1961 from the London Terrace section of New York City.

Q) What is the design of the marble for the stairway in the South Building?

A) The marble used in the South building’s staircase was imported from Pisa, Italy. It is made in such a way that the marble is split down the middle and laid so that it is a mirror image of itself. This gives the marble the unique feather effect which is famously called “book-matching.”

Q) Why does the lake not freeze over?

A) We have a specially designed aerification system that circulates the water year round.

Q) When do the shuttles run and where are the boarding locations?

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A) Shuttle service starts at 6:00am and ends at 1:30am each day. The shuttles service the Main building, West building, South Tower, Golf/Spa building, Event Center (Broadmoor Hall, Colorado Hall, and International Center) and the Cottages. Outside of the Hotel, the shuttle also may take guests to Starsmore Visitor and Nature Center, the Cheyenne Mountain Zoo, and a special shuttle for transportation to Seven Falls.

Q) What is so special about the ceiling in the Mezzanine?

A) It was originally painted by a very superstitious and religious Italian artist who thought that if he ever painted a perfect piece of art, God would punish him. He believed that only God could create something of perfection. When he was painting the ceiling of the “Blue Room,” which is now called the Mezzanine, he received so many compliments that he began to get worried. He decided then to paint an intentional flaw into the picture. To see this flaw, look at the couple dancing on either end of the ceiling and notice the man’s feet.

Q) Where did the animal trophies on the front portico come from?

A) The trophies belonged to Spencer Penrose and were originally kept in the hunting lodge on Cheyenne Mountain. When the lodge was destroyed in 1976, the trophies were brought to the Hotel.

Q) What is our largest event center?

A) Broadmoor Hall is our newest and largest meeting space at 60,000 square feet. It is the largest pillar-less meeting space west of the Mississippi (outside of Las Vegas) and has a full banquet kitchen and a state of the art audio-visual system.

Q) What is the light on the mountain and where do the hourly chimes come from? 21

A) Will Rogers’ Shrine of the Sun was built by Spencer Penrose between 1934 and 1937; it stands dedicated to Will Rogers who died in a plane crash in 1935. The elevation of the shrine is 8,136 feet on the top deck and provides breathtaking views of Colorado Springs and the Pikes Peak Region.

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Dining and Entertainment

Formal Dining

Penrose Room and Lounge : A Five-Diamond, Five-Star restaurant, The Penrose Room has a splendid view of the city and mountains on the top floor of Broadmoor South. The Penrose Room features contemporary French cuisine with live entertainment and dancing. The Penrose Room is The Broadmoor’s most formal dining restaurant, open only for dinner. Dress code requires a coat for men, tie is optional and ladies should be in appropriate evening wear; no jeans, tennis shoes, or shorts are allowed. Reservations are required for dinner. The dining room and lounge are both non-smoking. The Penrose Room also features a demonstration kitchen and Chef’s Table available for private parties. A semi-private room overlooks the lake and mountains.

Ristorante del Lago : Expanding The Broadmoor’s unparalleled culinary program, Broadmoor West welcomes a brand new Adam D. Tihany designed Italian restaurant, Ristorante del Lago. Situated on the picturesque western edge of Cheyenne Lake, the new dining destination offers a traditional Mediterranean villa appearance to complement a menu of Italian regional cuisine and a robust Italian dominated wine list. The restaurant features a patio offering spectacular lake views, a private dining room, an expansive “community” dining table, a wine room, charcuterie and cheese cellars, and an exhibition kitchen with a wood burning oven and rotissiere.

Summit : The only free-standing restaurant, located in Broadmoor Hall. It features a seasonal menu with a foundation of recognizable American comfort foods using Colorado ingredients and French accents. Summit is an Adam D. Tihany designed restaurant with a modern look but relaxed atmosphere. The Summit is open for dinner only. Smart to business casual attire, no shorts, athletic wear, or flip-flops. Jacket and tie are not required.

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Casual Dining

Lake Terrace Dining Room: This restaurant is the original elegant Broadmoor dining room. It is located on the mezzanine level of Broadmoor Main. The Lake Terrace Dining Room serves breakfast Monday through Saturday, Sunday Brunch, and is available for private dinner functions. Dress: Dressy casual. Reservations are strongly recommended for Sunday brunch.

La Taverne: Steaks and seafood served in a relaxed atmosphere. Conveniently located in the lobby of Broadmoor Main, serving lunch and dinner. Live dance music is available and reservations are suggested. Dress: Resort casual.

Golden Bee: Reconstructed 19th century English Pub featuring shepherd’s pie, yards of ale, and nightly piano sing-along music. It serves sandwiches, soups and salads for both lunch and dinner and is located at the east entrance of the International Center. Dress: Resort casual.

The Golf Club Dining Room: Located in the Golf Club and Spa facility, this dining room features an eclectic menu spanning the globe. Open daily for lunch and dinner to Golf Club members and Hotel guests only. Dress: Golf casual.

Natural Epicurean:Epicurean : With the re-imagining of Broadmoor West, comes The Broadmoor’s latest café dining option. A philosophy of natural, wholesome, and local cuisine to fuel the body and mind defines the space which features a terrace with adjacent produce and herb garden from which ingredients will be harvested. Large windows, wood flooring, and an exhibition kitchen will make this an ideal place to gather for an inspired meal. Dress: Resort casual.

Espresso News: For the morning pick-me-up of espresso, cappuccino or flavored coffee, plus juices, bakery items and breakfast sandwiches- you get your day going in a positive way. To stay or to go, Espresso has it all for you. Located in Broadmoor Main Lobby Level, Espresso News also features sundry items such as magazines, toiletries, and snacks.

Pool Café: Breezy pool side tables with wonderful mountain scenery for basking sunbathers. Salads, snacks and sandwiches are offered, with a

24 full bar and pool side snack menu. Open only during the summer season for Hotel guests and Golf Club members.

Mountain Clubhouse Grill: A casual café located on the Mountain Golf putting green. Menu includes salads, sandwiches, and a light appetizer selections. Open seasonally. The small seating area does not require reservations. Dress: Golf casual.

Play: The Broadmoor's newest dining and late night destination. Play at The Broadmoor's "luxury retro" styling and eclectic menu have something for everyone. Amid an atmosphere of sophisticated fun, Play serves fresh, diverse eats suited for every palate and inspired by the Chef’s experiences from around the globe. At the bar, delight in nostalgic cocktails alongside an extensive Colorado beer, wine, and spirits program and milkshakes made just for adults. Six lanes of bowling and a game room take Play at The Broadmoor to the next level for both kids and adults alike. Dress: Resort casual.

1858 : Nestled in the heart of Cheyenne Canyon is The Broadmoor’s newest Wilderness Dining Experience, 1858. Relax and enjoy cascading waterfalls and snacks such as: Buttermilk Biscuits & Virginia Country Ham along with: Colorado Rocky Mountain Trout 7 ways, and weekend Supper Specials.

Cocktail Lounges

Bar del Lago: Bar del Lago, also an Adam D. Tihany design, features a traditional Italian appearance to include custom millwork, additional outdoor seating, indoor and outdoor fireplaces, and vintage wine and liquor displays. A lakeside entry exists to both Ristorante del Lago and Bar del Lago, as well as an internal connection between the two.

The Hotel Bar: Go “back in time” and find yourself wrapped in a sense of the past while enjoying the present. A light appetizer menu is available for 12:00pm - 12:00am. Cigar sales and smoking are permitted outside of the patio. See the FAQ section in the beginning of this section for the story of The Hotel Bar.

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Penrose Lounge: Spectacular views, located on the top floor of Broadmoor South, adjacent to the Penrose Dining Room. The dark wood finish, comfortable leather chairs, and four-sided fireplace provide an inviting atmosphere for a glass of wine before dinner or a nightcap to finish the perfect evening. Dress code for the lounge during the dinner hour is formal, requiring a coat for men and appropriate evening wear for women.

Golden Bee: More than just a restaurant, a hearty meeting place of festivity and fun. Offers a full bar and relaxed cocktail lounge atmosphere. Serving lunch and dinner from 11:30am – 10:00pm and light sandwich and pub fare 10:00pm – 12:00pm. Dress: Casual attire.

Summit Bar: Features Summit signature drinks, freshly squeezed juices and a rotating wine turret. The Summit bar is the focal point of the restaurant. An abbreviated menu is available and drinks are designed to complement the seasonal cuisine. Open 5:00pm – 11:00pm Tuesday – Sunday.

Mountain ClubhouseClubhous e Bar: Features a roaring fireplace, rustic lodge feel, and beautiful views. The mountain clubhouse bar is a great way for golfers to unwind after a long day on the greens. Open seasonally from 11:00am – 7:00pm.

Broadmoor Retail Shops

The Boutique at The Broadmoor : The Boutique offers an extensive variety of ladies fashions including Lilly Pulitzer, Kate Spade, Joseph Ribkoff, Tory Burch and Milly. A full range of accessories including handbags, hats, eyewear and jewelry to add a finished touch. Located along the driveway at the entrance to Broadmoor Main. Ext. 5860

Broadmoor Pet Boutique : The “Purrfect” shop for the pet Enthusiast. Frames, ceramics and artwork pertaining to the family pet. The Pet Boutique also carries collars and leashes, some with The Broadmoor logo and some with fun prints. Pet treats from local and well-known vendors are also available for purchase in this pet-friendly shop. Located in the shopping plaza between South Tower and Broadmoor Main. Ext. 5788

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The Broadmoor Children’s Shop : This shop is especially for kids! An entertaining selection of classic games, toys, plush animals for boys and girls! Specialty gift items for all ages. Specialty apparel Infant up to size 12. Located in the shopping plaza between South Tower and Broadmoor Main. Ext. 6163

The Broadmoor Christmas House : The ultimate in holiday shopping. Themed rooms filled with elegant silver & gold décor to fun whimsical snowmen. Everything you will need for your special family holiday celebration. Open early October to early January. Located one block east of The Broadmoor at 1 st Street and Lake Avenue, across from the Golden Bee. Ext. 5813

Rutledge’s:Rutledge’s Since 1967, Colorado Springs’ finest men’s store featuring Brioni, Oxxford, Robert Graham, Robert Talbot, Zanella, Bill’s Khaki, St. Croix, Gitman, Remy, Lone Pine, and accessories from Bohlin, Pantherella socks, and Lucchese Boots. Located in the Retail Courtyard. Ext. 5751

The Broadmoor Shop : This resort shop features select signature apparel and gifts along with fashions and accessories for men, women and children. Also features sundries, daily newspapers and snacks. Located in the lobby of Broadmoor West. Ext. 5742

Cheyenne Gourmet : Cheyenne Gourmet is a combination of gourmet food, culinary favorites and amazing serving pieces. Collections by Mackenzie Childs, Bella Toscana and Le Cadeaux. Cookware, bakeware and kitchen gadgets. Don’t miss our weekly cooking demonstrations by the Cheyenne Gourmet Chef. Beautiful gift baskets are made to order and shipped anywhere in the United States. Located next to the lobby of Broadmoor Main. Ext. 5823

The Cosmetic Shop at The Broadmoor : Luxury cosmetic and skin care lines from industry notables Trish McEvoy, Laura Mercier, Bobbi Brown, Acure, Juice Beauty and Kiehls. Fragrances for men and ladies. Makeup makeovers by appointment. Located in the shopping plaza between South Tower and Broadmoor Main. Ext. 6185

Espresso News : Enjoy your daily news with a special coffee and delectable pastry. Sundries and snacks also available. Located next to the lobby of Broadmoor Main. Ext. 5808

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Fitness Shop : Everything you need to help you look and feel your best while on the go. Fashionable active wear and swimwear for ladies and men. Swimming and exercise accessories. Nutritional snacks and supplements. Located on the lake level entrance to the Spa and Fitness Center. Ext. 5882

Gibson’s, a Mineral Gallery : An exciting and memorable experience for Broadmoor visitors of all ages, the Gibson gallery celebrates the beauty of exotic stones and the wonder of fossils from around the world. Their designs include stunning furniture, mounted specimens, jewelry, and even original board games. Located in the Northmoor Building. Ext.6153

Golf Pro Shop : Full-service shop featuring men’s and women’s golf and logo apparel, equipment and accessories. Club repair and storage is available. Located in the Golf Clubhouse. Ext. 5615

The Broadmoor Galleries --- Western, Wildlife and Sporting Gallery : Featuring the nation's best Western and Wildlife Artists. Historic to contemporary pieces that explore the boundaries of the genre in a medley of styles. Located in the Southmoor building behind Yarid’s. Ext. 5764

The Broadmoor Galleries ––– Traditional : Exhibiting the finest in locally, nationally and internationally known artists working in a variety of media; from oil paintings to bronze sculptures and etchings to hand- blown glass work. Dedicated to showing and selling quality representational art. Located in the Northmoor building. Ext. 5744

Luma : Celebrating fine crafts made in America, as well as items including clothing, handmade jewelry, one-of-a-kind lamps and mirrors, surprising outdoor art and kaleidoscopes. Located along the driveway at the entrance to Broadmoor Main in Northeastmoor. Ext. 5835

Mountain Course Golf Shop : Located just over a mile up the mountain from The Broadmoor sits the Mountain Course Golf Shop. Incredible views and décor influenced by the Old West. Featuring ladies’ and men’s apparel and gifts with the unique Mountain Course logo. Ext. 6218

The Salon Shop : The Salon Shop offers a wide range of hair care and styling products. Try our treatment cosmetic line, Colore Science Mineral Makeup. The Salon Shop also offers nail care products, fragrances, and 28 personal grooming aids. Located on the second floor of the Golf Clubhouse. Ext. 5668

The Signature Shop : A wonderful representation of The Broadmoor with our own branded selection of gifts and apparel for men, women, and children. Located next to the lobby of Broadmoor Main. Ext. 5740

The SpaS pa Shop : Extend your Broadmoor Spa experience to your home. Our Spa Shop has a wide variety of skincare, body care and spa gifts (ranging in bath oils, our signature robes, blankets and candles). Located on the third floor of the Golf Club Building. Ext. 5770

Tennis Pro Shop : This award-winning shop features tennis and fitness apparel, footwear, equipment, accessories and swimwear. 24-hour racquet customization and rental equipment also available. Lessons with our top-rated teaching staff can be arranged year- round. Located on the lower level of the Golf Club Building. Ext. 5847

Yarid’s Shoes : Be in the fashion forefront. Yarid’s is the quintessential footwear and accessory boutique in Colorado Springs, carrying designs from Stuart Weitzman, Donald J. Pliner, Tory Burch, Kate Spade, Ferragamo and Giuseppe Zanotti Designs. Unique handbags by Longchamps, CourageB, Orla Kiely and Kooba, Men’s shoes by Cole Haan, Donald J. Pliner,and Sperrys. Located near the Main hotel entrance. Ext. 5840

The Great Republic : Specializes in 19th century United States flags, exceptional period maps and unique Americana, as well as vintage British Empire and American sporting antiques and collectibles. Located in the shopping plaza. Ext. 6157

The Accidental Tourist Travel & Book ShopSh opopop : The perfect place to spend an afternoon reveling in the romance of travel. The shop is situated in the retail plaza of The Broadmoor and offers the property's guests and visitors a wonderful selection of travel related items. The Accidental Tourist strives to be all things travel with a large selection of various travel guide books, travel literature, maps, atlases, globes, biographies, histories — all arranged by continent and country as well as a splendid selection of travel related accessories, necessities and curiosities. Additionally, the shop features the latest New York Times "Trade Edition" bestsellers and new releases and a wonderful selection of travel related periodicals.

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Make sure to visit this beautiful travel shop soon and start planning your next great adventure. Located in the shopping plaza between South Tower and Broadmoor Main. Ext. 6269

The Broadmoor Jewelry Company : Showcases unique pieces for the most discerning of tastes. Our commitment to discovering incomparable Designers and Artisans makes the BJC a destination like none other in the region. Whether it be an artfully crafted silver bauble or a demure diamond pendant, you will surely find something to add to your treasure chest. Located next to the lobby of Broadmoor Main. Ext. 5760

Base Camp, The Broadmoor Wilderness Experience : Ready for the great outdoors? Base Camp, The Broadmoor Wilderness Experience shop, features everything you need to complement your excursion to The Ranch at Emerald Valley, Cloud Camp, Fly Fishing Academy and the great outdoors right here at The Broadmoor! From Signature apparel and gifts to outdoor equipment, Base Camp offers premier merchandise to equip you for your outdoor adventure. Featuring notable brands such as Filson, Barbour, Patagonia and Simms. Base Camp is also your headquarters for all our Broadmoor Wilderness properties. Located in the South Tower. Ext. 6129

The Seven Falls Shop ::: Your trip to Seven Falls will be a memorable one! Please visit the Seven Falls Shop to pick up a unique gift or Seven Falls souvenir. This shop features men’s, ladies and children’s apparel and accessories. Bottled water is a must, snacks and sundries are also available. Ext. 6711

ROCKHOUNDS at THE EAGLES NEST: ROCKHOUNDS at THE EAGLES NEST, created and operated by gemologist David Gibson and his wife, Suzanne, is a family-friendly gallery that features quality minerals and fossils from around the world, including Colorado and the American West. From its high perch, the diminutive gallery and its expansive deck offer a panoramic view of Seven Falls. Inside, visitors will find a fascinating collection of specimens, jewelry, mineral art, and original board games created in the Gibson studios. ROCKHOUNDS at THE EAGLES NEST, conceived with families in mind, welcomes visitors of all ages. Ext. 6753

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Additional Offerings

The Pauline Memorial Chapel : Located on the corner of Park and Mesa Avenues, across from the entrance to Broadmoor West. The Chapel is open to Broadmoor guests and the local community every Sunday at 9:00am for a non-denominational service. The Pauline Chapel is part of the Broadmoor’s history as its original design was suggested by the same architects, Warren & Wetmore, who designed the Broadmoor. The Chapel features much of the religious art and artifacts that Spencer and Julie Penrose acquired during their extensive travels. The Chapel is named for Julie’s granddaughter “Pauline.”

The Broadmoor Wilderness Experience

The Ranch at Emerald Valley : Set within 100,000 acres of the Pike National Forest, The Ranch at Emerald Valley is a rustic, all-inclusive enclave with charming cabins, Colorado outdoor activities and delectable dining, all in Broadmoor style. Escape eight miles up the mountain from The Broadmoor to a place to meet or retreat unlike any other.

During their stay at The Ranch, a guest can take the day to fly fish in pristine mountain lakes, hike and bike scenic trails or explore the mountains on horseback. These experiences are all accompanied by The Broadmoor’s incomparable luxury and impeccable service

Cloud Camp : Sitting at 9,200 feet atop Cheyenne Mountain is The Broadmoor’s, Cloud Camp. With unobstructed 360-degree views, Cloud Camp sits on the historic site of Broadmoor founder Spencer Penrose’s original Cheyenne Lodge. The 8,000- square-foot main lodge features hand-hewn beams and indigenous stone fireplaces, a great room and bar area, as well as an expansive wrap-around deck with unparalleled vistas.

Eleven one and two bedroom guest cabins, as well as six accommodations in the lodge and a connected “honeymoon cabin,” are all beautifully appointed with rich furnishings and modern amenities and include private porches. Each cabin is further enhanced by spectacular

31 views of Pikes Peak, “America’s Mountain,” the surrounding forest, Colorado’s Front Range and the plains to the east.

The Broadmoor Fishing Camp : Located on Colorado’s Tarryall River, bordering 120,000 acres of the Lost Creek Wilderness, and 60 miles west of Colorado Springs, The Broadmoor Fishing Camp has over five miles of private waters, from timbered canyons with nymph fly-fishing to calm grassy meadows and winding bends where trout gracefully rise to dry flies. Activities at the camp include fly-fishing, hiking, horseback riding, and the opportunity to see some of Colorado's most spectacular wildlife.

The camp is available for day use by Broadmoor guests and can also accommodate overnight stays in seven cabins. The grand lodge serves as a place for meals and gathering.

The Broadmoor Fishing School: Situated on the 6 th hole of the East Course, The Broadmoor Fly Fishing School opened in 2014. The facility features a large, expertly-appointed gathering area, and welcome guests interested in fly- fishing instruction on the adjacent pond.

The Broadmoor Seven Falls: For those who want to dive into nature and are seeking adventure, take the 224 steps by the side of the falls that lead to hiking trails and the banks of the glistening stream that feeds the falls, or try the optional Broadmoor Soaring Adventure zip-line tours. Others might prefer a more leisurely experience. For them, browsing our shops, dining at the exquisite new Restaurant 1858 or strolling the 2,500-foot- long, natural-surface walking trail is sure to delight.

The Broadmoor Soaring Adventure ::: This one-of-a-kind Colorado experience features two thrilling zip-lines. Located outside Seven Falls, The Broadmoor Soaring Adventure consists of 10 zip-lines that range in distance from 250 feet to 1,800 feet as well as moderate hiking, rope bridges, and a rappel that provide stunning views of the canyon. The Woods Course cruises over pines, creeks, valleys, a natural granite arch, Midnight Falls, and the trails leading to the falls. The Fins Course soars above steep drops, unique rock formations and jagged cliffs, and across Seven Falls Canyon.

The Broadmoor Pikes Peak Cog Railway : Located in Manitou Springs, the Manitou and Pikes Peak Railway has a rich and colorful history of providing safe, comfortable and relaxing tours of majestic Pikes Peak.

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During your trip the conductor will entertain you with the history and facts of the mountain, the region and the engineering feat that is the Manitou and Pikes Peak Railway.

This 3 hour and 10 minute trip spans over 8.9 miles of track. The first third of the trip is along Ruxton Creek in Englemann Canyon. Here the steep track follows a cascading stream through dense stands of Englemann spruce, Colorado blue spruce, and Ponderosa pine trees.

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III.III.III. GUEST RELATIONS

Courtesy to our Guests

Your attitude is the single most important factor in performing your job to meet The Broadmoor standards. Whether you work in the front-of-the-house or in the heart-of-the-house, maintaining and displaying a friendly, professional and positive attitude is the key to success in dealing with guests and your fellow employees.

The service and courtesy you extend creates a warm and lasting impression guests will remember. A cheerful smile and a friendly, professional greeting go a long way toward making someone feel important and appreciated. Even the best food and the finest accommodations will not be fondly remembered if the service was poor.

There is NEVER any excuse to be impolite or rude to a guest; any problem can be solved by courteous, polite behavior. A question from a guest should never be considered an interruption. No matter how small the request or trivial the question, you are expected to respond in a prompt, cheerful, courteous and enthusiastic manner. While you may have heard the same question a thousand times, remember, this guest has only asked it once.

If you do not know the correct answer to a guest’s question, do not guess. Giving inaccurate information only frustrates a guest and does not leave him or her with a good impression of you or The Broadmoor. Rather, your answer should always be, “Let me find that out for you.” or “Let me check on that.” Go to the nearest house phone and call the Concierge at Ext. 5252 or try to find someone who knows the answer. If finding the information will take a while, make arrangements to get back to the guest with the information (preferably within ten minutes). Remember, always follow-up with a guest and leave a positive impression.

Even our team members who generally do not have direct guest contact still have a great impact on the overall impression of our hotel and staff. The neatness of our grounds, cleanliness of restaurants, guest rooms, public spaces and the quality of the food all combine to remind our guest 34 that The Broadmoor is, indeed, a world class resort. Be proud to serve the guests of The Broadmoor and the tradition that has made this one of the finest resorts in the world.

Addressing Guests

In striving to go “Above and Beyond” our guests’ expectations you should always address a guest by name. We all like to be recognized by name. Whenever addressing a guest, particularly when welcoming a guest to The Broadmoor or saying “Thank you,” use the guest’s name if you know it. Of course, guests should always be addressed in a friendly, professional manner using the last name and appropriate title (i.e. Mr., Ms., Mrs., Dr., Captain, etc.) For example, “Good morning Ms. Smith.”

Many of our phones are equipped with screens to show the name of a guest calling from his or her room to make this easier. However, you can also train yourself to learn a guest’s name by listening or observing carefully. For example, a door attendant might note a guest’s luggage I.D. tag and use his or her name with a warm welcome. Likewise, a food or cocktail server should always note the name on a credit card or room key used to pay the check and thank the guest using his or her name. Always use the guest’s name to personalize your communication with our guests.

Guest Complaints

Take ownership of complaints and learn to see them as a challenge. Remember that a guest who complains about a problem is doing us a favor in allowing us an opportunity to resolve the problem not only for them, but also for future guests.

Despite our best efforts, some of our guests are going to have problems or complaints. If you get a complaint, please follow these simple steps:

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1. If you can handle the problem yourself, please do so quickly, efficiently, and courteously.

2. Look at the guest as he or she is talking to you and listen attentively, showing empathy for the guest.

3. Thank the guest for calling the matter to your personal attention and apologize for any inconvenience.

4. If it is possible, write a note in the presence of the guest, outlining the nature of the problem, assuring him or her that you are making an effort to help.

5. Assure the guest that you will inform your Supervisor of the problem.

6. Inform your Supervisor of both the complaint and your actions.

7. If you cannot handle the particular complaint, ask the guest to please wait while you go and get your Supervisor or the Assistant Manager. The Assistant Manager can be reached by dialing “0” for the operator who will transfer you to the Assistant Manager on duty.

An easy way to remember this is to take the problem to H.E.A.R.T.

HHHearH what they have to say

EEEmpathizeE

AAApologizeA for the situation

RRRespondR to their needs

TTTakeT ownership and follow-up

You will find that even the most irate guest will become calm and less annoyed if you remain calm, courteous and attentive. You may not always feel a guest is “right,” but please remember that he or she is always our guest and should be treated with the utmost courtesy and 36 respect. Furthermore, complaints help us to grow and become better as a Hotel.

Broadmoor History of Excellence

The Broadmoor’s excellence is reflected in the prestigious awards and ratings that give us a worldwide reputation for elegance, quality and service.

Five-Diamonds

The Broadmoor has received the AAA Five-Diamond rating every year since 1976. This prestigious award is given based on several criteria for the general physical quality and the level of service offered at a property.

Five-Stars

Forbes Travel Guide, honors hotels and resorts based on specific standards that qualify a hotel as “the best of the best.” The Broadmoor has received its Five-Star award every year consecutively since 1960.

Preferred Hotels and Resorts

In 1998, The Broadmoor was honored for the first time as a member of Preferred Hotels and Resorts Worldwide. Membership in Preferred Hotels is represented in 20 different countries including more than 170 hotels and resorts. Preferred Hotels are known for providing guests with distinctive surroundings, personal service and outstanding cuisine.

Guest Accidents

In the event you witness a guest accident, it is very important to follow these specific procedures:

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1. First, find out if the guest is seriously injured and let him/her know you are going to call for assistance.

2. Second, always call Loss Prevention’s Emergency Number, Ext. 5100, immediately and be ready to give exact details. Both you and the guest should wait there until a Loss Prevention Officer arrives.

3. Notify your immediate Supervisor of your exact location.

You should address comments as to what you have observed only to Loss Prevention or to your immediate Supervisor.

Remember, at The Broadmoor, all accidents, no matter how small, must be reported to Loss Prevention immediately ! While waiting for a Loss Prevention Officer or paramedics to arrive, you should make the guest as comfortable as possible; however, you should not attempt first aid unless you are certified to do so. Never move a seriously injured guest. Never discuss the accident with the guest.

Guest Privacy

You must not divulge names or room numbers of our guests. Employees may not ask for autographs of celebrities or initiate conversations with them. Celebrity guests should be treated with the same respect and regard for their privacy as any other hotel guest. Employees are not allowed in the guest rooms unless their work assignment requires them to be in the guest room.

You are in a position to observe the personal actions of many people and it is mandatory that you refrain from discussing your observations either within or outside the Hotel. You are in a position of trust.

Guest Misconduct

This problem rarely occurs, but if a guest is displaying excessive misconduct, be as polite as possible and notify Loss Prevention at Ext. 38

5101, then notify your Supervisor. Be sure to get a good description of the guest if he or she leaves your work area in order to make an accurate report to Loss Prevention. Also, you can contact the Assistant Manager of duty by dialing “0” and ask the operator to alert the Assistant Manager.

Guest V.I.P. Pin

Every one of our guests at The Broadmoor is a V.I.P. (Very Important Person). However, a few of our guests will be given a special lapel pin to wear during their stay. If you see a person wearing a round gold lapel pin with a maroon scroll “B” logo and five maroon stars above it, that person is a V.I.P. guest who is responsible for providing the Hotel a great deal of business. Any person being escorted through the Hotel by a member of our Sales staff should also be treated as a V.I.P. even if he or she is not wearing a V.I.P. Pin. Please look for the V.I.P. Pin.

A V.I.P. guest is often a decision-maker for a group of people he or she represents, so make every effort to accommodate their requests and answer any questions. Your extra courtesy to a V.I.P. guest will contribute to The Broadmoor’s success and your own.

Guest Contact

Our guests come to us with high expectations and it is our mission not only to meet those expectations, but to continually strive to go “Above and Beyond” our guests’ expectations. Warm welcomes and accurate answers to questions are certainly expected by our guests. However, going ”Above and Beyond” means taking that extra step to provide personal service. For instance, provide a guest with a personal welcome, use his or her name, or escort a guest to a meeting room or restaurant rather than simply giving directions. When you complete training in your department, you will be asked to sign an acknowledgement form agreeing to maintain the service standards of the Hotel, and specifically, your department. As you become more familiar with your new role, think of ways you can go “Above and Beyond” in your department. 39

Lost and Found

Guests and fellow employees occasionally misplace or forget personal items. If you find any item, you must turn it in to your Supervisor or Loss Prevention immediateimmediately lylyly. Delay in turning in lost and found items could result in disciplinary action. Guests and employees may phone Loss Prevention at Ext. 5101 to inquire about lost items, but please do not direct guests to the Main Loss Prevention Office to retrieve items, as it is located in an employee area. The item(s) will be brought to the Concierge or Front Desk for the guest to pick up.

When you turn in an item, please be sure that Loss Prevention logs it. If items are unclaimed after 30 days, the person who turned them in may claim them. Items of great value, such as valuable jewelry, may be held for 90 days.

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IV.IV.IV. POLICIES AND PROCEDURE GUIDELINES

We expect each and every employee to understand and follow the guidelines of the Hotel. We must all follow the same rules so that we can be consistent and create and maintain a positive working environment.

Employee Classification

Category Definition

An employee who is regularly scheduled to work an Full-Time average of 30 hours or more per week

An employee who is regularly scheduled to work an Part-Time average of less than 30 hours per week

Seasonal/ On- An employee who works for a specified time period Call or for a specific assignment

Evaluation Period

The first 90 days of employment for every employee is an evaluation period . It is an opportunity for you and the Hotel to get to know each other.

During this first 90 days, your job performance, attendance, attitude, and overall interest in your job will be observed by your Supervisor. During this period you will not be eligible for most Hotel benefits, such as holiday pay, vacation pay, or insurance coverage. Transfers during this 90 day period are normally not permitted.

Throughout the evaluation period, the Hotel will be assessing your performance as an employee. Employees who fail to demonstrate the commitment, performance, and attitude expected by the Hotel may be 41 terminated at any time during the evaluation period. However, completion of the evaluation period does not change or alter the “at will” employment relationship. You continue to have the right to terminate your employment at any time, with or without cause or notice, and the Hotel has a similar right.

As a result of an extended excused absence during your evaluation period or for other reason identified by management, the Hotel may choose to extend your evaluation period as necessary to give you further opportunity to demonstrate your ability to do the job. If your evaluation period is extended, you will be notified.

Equal Employment Opportunity

It is our policy to employ well-qualified people to perform the various jobs and assignments necessary to properly conduct our day-to-day business. An important part of this policy is to provide equal employment opportunity for all persons in recruiting, hiring, benefits, compensation, training, promotions, transfers, terminations, Hotel sponsored social and recreational activities and any other terms and conditions of employment without regard to race, color, religion, national origin, sex (including same sex), pregnancy, childbirth and related conditions, citizenship status, age, marriage to a co-worker (subject to certain conditions), sexual orientation, service member status, genetic information or disability or any other category protected under federal, state or local laws.

This policy is to be reflected in the conduct of day-to-day operations and in all practices and procedures. Each employee will be accountable for his or her actions while engaged in Hotel business. It is expected that each employee will support our policy and will assist in promoting a positive work environment for all employees.

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No Harassment Policy

We do not tolerate harassment of any kind towards employees or guests. Any form of harassment related to an individual’s race, color, religion, national origin, sex (including same sex), pregnancy, childbirth and related conditions, citizenship status, age, marriage to a co-worker (subject to certain conditions), sexual orientation, service member status, genetic information or disability or any other category protected under federal, state or local laws and will be treated as a disciplinary matter. For these purposes, the term “harassment” includes slurs as well as any other offensive remarks, jokes or other verbal, graphic, or physical conduct. Harassment also includes sexual advances, requests for sexual favors, unwelcome or offensive touching and other conduct of a sexual nature. If you have questions about what constitutes harassing behavior or what conduct is prohibited by this policy, ask your Supervisor.

If you have anyanyany concern that our No Harassment policy may have beenbeen violated by anyoneanyone,, you must immediately report the matter. Due to the very serious nature of harassment, discrimination and retaliation, you must report your concerns to one of the individuals listed below:

• First, discuss any concern with your supervisor.

• If you are not satisfied after you speak with your supervisor, or if you feel that you cannot speak to your supervisor, discuss your concern with your department manager.

• If you are not satisfied after you speak with your department manager, or if you feel you cannot speak to your department manager, you should contact the Assistant Director or Director of Human Resources.

You should report any actions that you believe may violate our policypolicy no matter how slight the actions may seem.

You may be assured that your complaint will be kept as confidential as possible and that you will not be penalized in any way for reporting a harassment problem in good faith. Your complaint will be investigated promptly and thoroughly.

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You should also be aware that no Supervisor or other member of management has the authority to suggest to any employee that the employee’s continued employment or future advancement will be affected in any way by that employee’s entering into (or refusing to enter into) any form of personal relationship with the Supervisor or member of management. Harassment of our employees in connection with their work by non-employees may also be a violation of this policy. Any employee who observes or experiences any harassment of an employee by a non-employee should report such harassment to his or her Supervisor, and appropriate action will be taken. We cannot help resolve a harassment problem unless we know about it. Therefore, it is your responsibility to bring such problems to our attention so that we can take whatever steps are necessary to correct the problem.

VIOLATION OF THIS POLICY WILL SUBJECT AN EMPLOYEE TO DISCIPLINARY ACTIOACTION,N, UP TO AND INCLUDING IMMEDIATE DISCHARGE.

Reasonable Accommodations/Modified Job Duties

To assist our employees who are or become disabled and those employees who suffer on-the-job injuries, we will make reasonable accommodations to enable such employees to continue performing the essential functions of their jobs. Consistent with this policy, we may modify job duties to comply with medical requirements or restrictions. Other accommodations, such as transfer to a vacant position for which the employee is qualified, may be appropriate, depending upon specific facts and circumstances of individual situations.

In addition, we are committed to complying with the laws related to providing reasonable accommodation for employees’ religious beliefs and observances. We will provide such accommodations to the extent required by the law provided the requested accommodation does not create an undue hardship for the Company and/or does not pose a direct threat to the health and safety of others and/or the individual.

If you need to request a reasonable accommodation because of a disability or on-the-job injury, please contact Risk Management. We will

44 discuss the matter with you, investigate your request, and to the extent possible, attempt to reasonably accommodate you.

Employees who need accommodations for religious beliefs should discuss the need for accommodation with their supervisor.

Open Door Communication Policy

The Broadmoor considers you, our employee, to be one of our most important assets. We want the opportunity to communicate with you directly. We are committed to providing you with the best possible working environment so that you can serve our guests with Five-Star, Five-Diamond service.

We cannot take steps to correct a problem, complaint or misunderstanding unless we know about it. The following are steps you should take to communicate more effectively if there is a problem situation:

Employees, please note: Due to the serious nature of harassment, discrimination, and retaliation, you must voice your cconcernsoncerns or complaints about such behavior to the individuals listed in the No Harassment Policy in this Guidebook.

Step One: Address the matter with your immediate Supervisor. Discuss things openly and reasonably. Your Supervisor will listen in a friendly and courteous manner. If the situation is not resolved, proceed to step two.

Step Two: See your Manager or Department Head. Discuss the situation with her/him and ask for help in resolving the situation. If the situation is not resolved, proceedproceed to step three.

Step Three: Contact the Executive Committee Member who oversees your area in the Hotel and arrange an appointment to 45

address the issue with him/her. Give the Executive Committee Member an opportunity to resolve the issue and offer assistance. If thIf theth e situation is not resolved, proceed to step four.

Step Four: CCContact C the Human Resources Department and arrange an appointment with the Assistant Director or the Director of Human Resources. Human Resources is always willing to listen and provide assistance whenever needed. You can visit Human Resources with any concern. If you believe this issue remains unresolved,unresolved, proceed to step five.

Step Five: Contact the President & CEO. The decision made by the President & CEO is considered final. We emphasize that you first speak with your immediate Supervisor to resolve any issue. Again, the Assistant Director of Human Resources and the Director of Human Resources are also willing to discuss any issue or concern you may have.

Dispute Resolution

We recognize that there may be a circumstance where an employee is simply not satisfied with the Hotel’s final resolution of his or her problem. To promote the just, speedy, and inexpensive resolution of any unresolved legal disputes between The Broadmoor and an employee or any dispute of a legal nature (i.e. a dispute arising under federal, state, or local law) will be submitted to final and binding arbitration. The same substantive law that a state or federal court sitting the State of Colorado would apply will be used to resolve the dispute. This means the arbitrator will have the same authority as a court to award the employee or the Hotel money damages or other relief, and the parties will have the same legal rights that they would have had in court.

The main difference between arbitration and a lawsuit is that the arbitrator, instead of a court jury, will decide the issue and it will be the arbitrator’s responsibility to ensure that after a party demands arbitration the dispute will be resolved as quickly as possible. By contrast, court

46 actions can take years. A party in arbitration is not required to have a lawyer, but can if the party wants one.

The purpose of this policy is to resolve as many disputes as possible outside of the overburdened and expensive court system. This arbitration procedure therefore applies to any legal dispute between the Hotel and an employee which would be brought in court (including claims regarding Hotel property, wrongful discharge, employment discrimination, harassment, or any other dispute relating to the employee’s employment or arising under any labor, employment or civil rights law). Only claims for worker’s compensation, unemployment compensation or those involving the National Labor Relations Board are excluded from this procedure. While this policy does not preclude the filing of a charge with the Equal Employment Opportunity Commission or other state or federal agencies, the dispute underlying such charges will be arbitrated; a party need not file a charge or complaint with any agency as a prerequisite to initiating arbitration. Disputes involving any party whose liability or right of recovery derives from a claim which is covered by these procedures (e.g. agents, subsidiary, or parent corporation) are included.

To ensure that the arbitration is fair, the employee will participate in the selection of the arbitrator. The Arbitration Administrator will ask the Judicial Arbiter Group (or if unavailable another neutral dispute resolution organization) to randomly choose and submit a panel of three arbitrator candidates who have served as federal, state, or magistrate court judges who are qualified, trained arbitrators after determining that they have no relationships with the parties. From this list, the employee and Hotel will select and arbitrator by alternately striking names until one name remains. The arbitration will be conducted in conformity with the arbitration rules and procedures which have been adopted by the Hotel. A copy of the rules can be obtained from the Director of Human Resources.

All disputes must be brought under this Agreement within the applicable limitations period for filing a lawsuit or agency claim beginning with the event or occurrence giving rise to the dispute. If a claim is not brought in a timely manner, that dispute is waived and barred forever, and no action or suit may be brought in any court or other forum. Arbitration will be enforced under the Federal Arbitration Act as appropriate which

47 is the federal law which favors the enforcement of Arbitration Agreements.

To initiate arbitration of a legal dispute which the employee and Hotel have been unable to resolve, a written complaint demanding arbitration of the claim must be delivered to the other party within the applicable time limit by personal delivery or by depositing in the U.S. mail. A complaint against the Hotel must be addressed to the Director of Human Resources.

Eating and Drinking Policy

All Hotel employees are expected to bring their own meals or use the Broadmoor Café for their meals while they are working at the Hotel. The Broadmoor Café is open from 6:00am to 8:00pm daily (exceptions during slow occupancy periods) for employees to access the café for their meals. The Broadmoor Café is a designated employee break area for meal breaks. There is no eating or drinking except in designated break areas.

Employees bringing their own meals must have the containers marked and will be directed where to store the items by their managers.

No employees are permitted to eat or drink any product that is purchased or prepared by the Hotel outside the Broadmoor Cafe. This includes items left after functions for our guests, such as items leftover in a restaurant, kitchen or banquet functions. Violations of this policy may be considered theft and will result in disciplinary action up to and including termination.

Exceptions to this policy are as follows:

1. Food and beverage provided by management for designated staff or training sessions

2. Food or Beverage items presented as educational training for menu and beverage items at the direction of management.

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3. Quality control tasting by culinary and management staff under proper circumstances (ticket written) and as directed by management of the Hotel.

4. The third shift employees will be provided a meal by the Hotel during their meal break.

It is the manager’s responsibility to ensure employees are given appropriate breaks for meals and all meal breaks should be taken in the Broadmoor Café or in another designated break area.

Any food and beverage items defined above are to be accurately recorded on a check and posted to the proper account so the items can be properly accounted for. An explanation must be written on the check why the items were ordered and who the items were ordered for. Only a manager or area chef with the approval of a department head is authorized to approve such an order. Failure to comply with the policy will result in disciplinary action up to and including termination.

The procedure for conducting a tasting are as follows: All Food and Beverage Tastings (sampling of any food and/or beverage for learning purposes) must be approved by the outlet manager and the Food and Beverage office. Tastings are to be planned and announced to those invited in advance of the event. Tastings are to be planned prior to opening or after the closure of an outlet. Tastings may never occur during service to guests or during outlet hours of operation. Tastings are to be set with the appropriate tasting items; small tasting cups/glasses, water glasses and pitchers of water, spill buckets, note pads and pens.

Employees who bring their own food to work for their meal break should only use designated break areas.

Designated break areas are as follows:

• The BRO ADMOOR Café • Central Plant Break room • Engineering Break room • Basement Break Room of Golf Club Building • Break Room within the Telephone Office • Break Room within the Laundry Building

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• Break Area in the basement of West outside of the West Housekeeping office • Sales and HR Kitchen, second floor of BRO ADMOOR Hall • Summit Back Dock • Offices as approved by Department Head • Other areas designated and approved by Department Head

Eating and Drinking is allowed in all areas listed except for building loading docks.

Smoke/Tobacco-Free Policy

The Broadmoor is a smoke/tobacco-free workplace. All Hotel employees and on-site contractors are expected to comply in order to provide a clean, healthy, productive and safe environment. ExistingExisting smoking areas for guests will remain. These designated guest smoking areas and ashtrays on proppropertyerty are for guest usage only.

Without exception, all areas at The Broadmoor are smoke, tobacco and vapor (electronic) cigarette free, including, but not limited to: grounds, parking lots, indoor facilities, company vehicles and break areas. There are no designated smoking areas on property for employees. Additionally, this policy will be in effect at all Broadmoor- sponsored events – both, on property and at external locations.

Employees who wish to smoke or use tobacco must do so during their regular 30 minutes unpaid meal breaks and must leave Broadmoor property to smoke or use tobacco. Employees may not leave property during their paid breaks and therefore cannot smoke or use tobacco during those times.

Employees who wish to smoke or use tobacco may use their 30 minute non-paid break to leave property in their vehicle. Employees may not smoke or use tobacco in their vehicles on property. Smoking or using tobacco while on the clock, on property or leaving property will be considered a policy violation and will be treated in accordance with the progressive discipline policy. 50

The Broadmoor is committed to support employees and will periodically offer smoking cessation educational opportunities.

Dating Policy

In order to prevent sexual harassment, discrimination, favoritism, accusations thereof, and numerous other problems, The Broadmoor believes that romantic or sexual liaisons that develop in the workplace may be potentially disruptive to the conduct of our business. Those employees who become involved in romantic or sexual liaisons with a co- worker should be aware that the Hotel may intervene by discussing the issue with the employees involved and/or taking remedial measures when, in the Hotel’s opinion, it is necessary to maintain the integrity of working relationships.

It is expressly prohibited for managers or supervisors to date or become similarly involved with any non-management employees or subordinate management/supervisor within his or her sphere of responsibility. This includes managers or supervisors living with or having employees in their sphere of influence as roommates. In the event the Hotel becomes aware of such a relationship, the Supervisor or Manager will be subject to discharge. If a manager or supervisor becomes involved in a relationship which is prohibited under this policy, he/she should immediately notify the department head so that appropriate arrangements can be made to be in compliance with this policy.

Reference Check Policy

In order to provide consistent employment reference responses for The Broadmoor, all reference check and employment verification inquiries must be directed to the Human Resources office. Therefore, as an employee of the Hotel, you are expressly prohibited from providing or responding to (professional or personal) reference checks or employment verifications for current or former employees.

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Conflict of Interest Policy

Employees shall not engage or perform work for enterprise, service, or activity which is in competition with any business activities or operations owned, operated, leased, managed, or contracted by The Broadmoor. Any inquiries concerning this policy should be directed to the Assistant Director or the Director of Human Resources. Employees may not accept gifts or services from any Broadmoor vendors without prior approval from the Department Head.

Confidentiality Policy

Employees must not divulge confidential Hotel, employee or guest information to outsiders of the Hotel, including media or government representatives without the prior approval of the Director of Human Resources or the President and CEO. No employee should speak with the media on behalf of The Broadmoor without this permission.

Package Pass

When you remove a parcel, a package, or any articles from the Hotel, an authorized package pass is required. To request a package pass, ask your Executive Committee Member. In the case of a purchase made at our retail outlets, the sales receipt serves as your package pass. Likewise, with flowers or other such gifts received at work, the card serves as your package pass. Package passes authorizing the removal of Hotel property must be signed by an Executive Committee Member. It is very important for you to obtain a package pass. Without a package pass, removal of any package from the Hotel could be interpreted as unauthorized removal or theft. No food or beverage items are allowed to be removed under any circumstances. Give your package pass to Loss Prevention when you leave the Hotel with your package.

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Inspection Policy

We believe an inspection policy is necessary for the protection of Hotel, Broadmoor guests, and employee property. Employees may be asked to allow inspection of vehicles, lockers, desks, offices, Hotel leased housing, house banks, and personal belongings on Hotel property. All employees are expected to cooperate fully with such inspections. Under most circumstances, we seek the employee’s agreement before searching his/her personal property or vehicle. However, refusal to agree constitutes a violation of this policy and may subject the employee to discipline, up to and including terminationtermination. If an employee is not present or refuses to remove a lock from a Hotel locker, the Hotel may remove the lock.

Solicitation/Distribution Policy

Solicitation by an employee of another employee during the working time of either employee for any reason is strictly prohibited. Distribution of advertising materials, handbills or other literature is prohibited in all guest/public access and working areas at all times. If you have any question about which areas are guest/public access, please ask your Supervisor or the Director of Human Resources. Solicitation and distribution by non-employees is prohibited on Hotel premises at all times.

Disciplinary Policy

The Broadmoor supports a progressive disciplinary policy to correct problems of employee misconduct and poor performance. It is our intention to provide an environment in which you know what is expected of you. Progressive discipline means that depending upon the severity of the offense, the types of actions you can expect may be one or a combination of the following:

A Consultation is to inform you of a rule violation or performance deficiency on the first offense depending upon the severity of the

53 offense. This is an opportunity for you to correct your conduct and/or performance.

A Warning may be issued for a second rule violation or continued performance deficiencies, or upon the first offense depending on the severity.

A Final Written Warning may be issued for repeated rule violations or continued performance deficiencies or at any time due to the severity of the offense. It is an opportunity, prior to suspension, to notify you that your behavior must change.

A Suspension may be issued for repeated rule violations or at any time due to the severity of the offense. Normally the employee will be suspended without pay. This step may occur on the first offense depending upon the severity.

Suspension Pending Investigation may occur at any time depending upon the severity of the offense. Violation of certain rules may lead to Suspension Pending Investigation without prior counseling. Employees who may have violated Hotel policies may be Suspended Pending an Investigation. During the investigation, the employee will normally be suspended without pay.

Termination may occur after a Consultation, Warning, Suspension, and/or Suspension Pending, depending on the severity of the offense. Violation of certain rules may lead to termination without prior reminder or counseling pending the outcome of an investigation. If an employee is involuntarily terminated, that employee is generally considered ineligible for rehire. Eligibility for rehire is at the sole discretion of Human Resources.

You should be advised that The Broadmoor reserves the right to proceed immediately to termination in appropriate circumstances as determined in the sole discretion of the Hotel.

We want our employees to be the best they can be and this disciplinary policy allows management to help you recognize your deficiencies and assist you to improve your performance. Remember, you are responsible

54 for your conduct at all times while you are on property and the consequences of violating any Hotel policies.

Standards of Conduct

It is essential to the success of this Hotel that all our employees demonstrate a commitment and loyalty to The Broadmoor. You are expected to support and promote the philosophy this Hotel has worked to achieve. Anything less than total dedication to this philosophy cannot be accepted. Your loyalty and support of, and adherence to, Hotel policies and procedures will be evaluated in your job performance evaluations as seriously as your technical skills and expertise. It is the Hotel’s sincerest hope that you will become a successful member of The Broadmoor team.

To be a successful member of our team, it is important for you to know, understand and accept as your own the standards of conduct of your employment with us. This will enable you to concentrate your efforts on doing the kind of job that will give you the greatest sense of personal and professional satisfaction.

You are also responsible for your behavior while representing The Broadmoor either on or off property. This includes your conduct while participating in or observing employee events sponsored by the Hotel. Violations of our standards of conduct, while at work, on Broadmoor property or attending Broadmoor sponsored events will result in disciplinary action up to and including immediate terminationtermination, depending on the severity.

The following is a list of Hotel policy and procedure violations. It does not cover every possible infraction nor is intended to do so:

••• Use of guest elevators when not necessary to transport equipment or supplies. ••• Chewing gum, tobacco or toothpicks while on duty or in non- designated break areas. ••• Eating or drinking in a public area.

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••• Inciting or participating in any type of gambling while on Hotel property. ••• Excessive tardiness or absenteeism (Refer to Attendance Guidelines). ••• Failure to perform assigned tasks or follow instructions. ••• Violation of safety rules. ••• Speeding or driving recklessly on property (Refer to Health and Safety). ••• Parking anywhere other than designated parking areas, unless authorized by Loss Prevention. (Refer to Employee Parking). ••• Taking any Hotel property from the Hotel without a package pass. Refusal to have personal packages, including purses and briefcases, examined when entering or exiting the Hotel (Refer to Package Passes). ••• Entering a guestroom or meeting room unless in a work relation function/capacity. ••• Sleeping on the job during working hours. ••• Using threatening, abusive, or obscene language or behavior with a fellow employee. (Refer to Safety and Security). ••• Using threatening, abusive, or obscene language or behavior with or in the presence of a guest (Refer to Guest Relations). ••• Violation of the Hotel’s Drug and Alcohol Policy (Refer to Drug and Alcohol Testing). ••• Leaving Hotel property during work hours without authorization. ••• Violation of the Hotel’s EEO or No Harassment Policy (Refer to EEO and No Harassment Policy). ••• Leaving your work area without the permission of your Supervisor or Manager. ••• Walking off the job. ••• Rude or impolite behavior in the presence of or toward a guest. ••• Possession of firearms, knives, switchblades, explosives, or other weapons on Hotel property. ••• Soliciting gratuities from guests or commenting in any way regarding the amount of a gratuity given. ••• Adding a gratuity to a guest check or credit card voucher or altering a guest check or credit card voucher without the 56

guest’s prior knowledge and approval. This includes large parties and banquets. ••• Insubordination, refusal to obey instructions from any Supervisor, or job task refusal. ••• Disrespectful behavior towards a Supervisor or representative of management. ••• Fighting, inflicting harm or threatening guests or other employees. ••• Falsification of Hotel records including applications, time and attendance records, receipts, purchase orders, etc. or clocking for someone other yourself. ••• Dishonesty, including providing false information or the omission of information requested or required by a member of management or in the normal course of employment. ••• On or off duty conduct which affects your ability to perform your job or which reflects poorly on the reputation of the Hotel. ••• Destruction and/or defacing of Hotel property. ••• Negligent or reckless operation of a Hotel or guest vehicle (Refer to Hotel Vehicle Operation). ••• Eating, drinking, or smoking in a Hotel or guest vehicle. ••• Participating in horseplay or conduct which could result in injury to fellow employees or guests, or damage to Hotel or personal property. ••• Theft or unauthorized removal or use of Hotel, employee or guest property. ••• Misconduct of any nature adversely affecting the Hotel’s best interest and reputation, at any time, including but not limited to acts of a criminal, dishonest or immoral nature. ••• Socializing or fraternizing with guests or members (Refer to Employee/Guest Fraternization). ••• Violation of the no smoking/tobacco policy. ••• Violation of the Social Media policy.

The standards of conduct are not intended to be all inclusive and there may be other circumstance which may result in disciplinary action. Management reserves the right to apply any or all disciplinary steps including termination.

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In all cases, employees are encouraged to discuss their circumstances with their Supervisor or Manager. The Human Resources staff is available and willing to discuss employee disciplinary situations.

Identification Card

Your I.D. card is used to record the amount of time you work each shift. Use it to punch in and out at the time clock at the beginning and end of your work shift, when you take a meal break, or any other time you leave work prior to completion of your shift. You must be in uniform and ready to work before you clock in and likewise, clock out prior to changing out of your uniform. Your

I.D. card is coded with your employee number and will register the hours you worked. Time clocks are conveniently placed throughout the Hotel. Use the one designated by your Department Head for your work area. You may not punch in/out for someone other than yourself or give your I.D. card to anyone else. Failure to clock in/out properly will result in disciplinary action up to and including terminationtermination. It is your responsibility to clock in/out for all hours worked. Failure to clock in/out may result in an incorrect paycheck amount.

Your I.D. card is also used to receive your paycheck and several Broadmoor benefits. Your I.D. card is Hotel property and must be returned upon termination of employment. Your Broadmoor I.D. card is provided to you at the Hotel’s expense. However, if you lose your I.D. card you will be responsible for replacing it at your own expense. Replacement I.D. cards are currently $15.00 and are issued at the Human Resources Office. Don’t lose your I.D. card.

Name Tags

Name tags are issued to every employee. Nicknames deemed inappropriate by the Hotel are not acceptable. You are required to wear your name tag at all times during working hours. Name tags are considered a part of every uniformed and non-uniformed employee’s appearance requirements. You are responsible for keeping your name 58 tag clean. If it breaks, becomes badly marred or you cannot get it clean, bring it to Human Resources and it will be replaced for you at no charge. If you lose your name tag, the replacement fee will be $5.00 for pin style and $7.00 for magnetic style. Do not decorate your name tag (such as with stick-on bees, etc.). Your name tag should be worn on the left side of your uniform or your business clothing (in non-uniformed) and may never be worn off of Hotel property or on your casual attire if visiting the Hotel during non-working hours.

Uniforms

Uniformed employees will be provided uniforms. All uniformed employees are required to make a $100.00 deposit (deducted from the first two pay checks) for their uniforms. The deposit will be returned when you turn in your uniform upon ending your employment. The Hotel will launder and maintain all uniforms free of charge to employees. It is your responsibility to return your uniform to the Uniform Room after you wear it. In some cases, you may be allowed to launder your uniform yourself; however, please check with the Uniform Room before doing so. All alterations must be made by the Uniform Room.

Should you lose your uniform, you will be responsible for the fair value replacement cost. You are not allowed to wear it outside of the Hotel, other than going to and from work, unless authorized by your Supervisor. All materials and uniforms issued to you are your responsibility and must be returned upon termination of your employment. Should you fail to return any items, the fair value replacement cost of each item may be deducted from your final paycheck.

Employee Entrances

All uniformed employees must enter the property through one of the two employee entrances. The Main Hotel employee entrance is located near the laundry building. The West Hotel employee entrance is located

59 across the street from the West Employee Parking Lot at the loading dock entrance to the West Hotel.

Employees dressed in business attire may be allowed access through the guest entrances of the Hotel. Again, no uniformed employees should access the Hotel through guest entrances.

There are designated pick up and drop off areas for employees reporting for work. At the Main Hotel, the pick up and drop off areas are located inside the gravel lot across from the Main Hotel Employee Entrance. There are designated parking spaces at the entrance to the gravel parking area. The designated drop off and pick-up area for employees reporting to the West Hotel is in the West Employee Parking Lot.

Employees are not allowed to enter the secured gates or the welcome center gates. This includes the South Building/Golf Club Entrance, the Main Hotel Entrance, the West Hotel Entrance, the Entrance to the West Residences, and the loading dock area.

Failure to comply with these guidelines will result in disciplinary action up to and including termination.

Employee Parking

There is designated employee parking at The Broadmoor Hotel. Employees are permitted to park in the following designated employee parking areas at no charge:

1. Gravel employee parking lot (Across from Main Hotel Employee Entrance)

2. Level P3 of The Broadmoor Hall Parking Garage

3. West Employee Parking Lot (Warehouse and Maintenance)

4. East Employee Parking Lot (Across from Colorado Hall) Permitted only on days that Seven Falls is closed

Access to the parking garage requires a Broadmoor I.D. card for access.

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All employee parking lots will be subject to closing due to large guest parking requirements or special events. In those situations, employees may be required to park at off-site facilities.

To manage employee parking areas, there will be signage located at the entrance to the employee parking areas indicating the status of the parking area. If a red placard is present at the parking lot entrance, that lot is restricted for employee parking. If a green placard is present, the lot is open for employee parking.

Parking information for employees indicating restrictions for parking will be distributed via e-mail as early as possible before the event to allow employee time to make alternative plans. There is a parking hotline (x5757 in-house and 577-5757 outside) that will have updated information for employees to check parking requirements.

Remember our guest parking needs come first. Always park in employee designated locations.

All employees are required to register their vehicle if using employee parking facilities. Registration can be completed at the Loss Prevention Office at the Main Hotel. Any employee’s vehicle found in employee parking without being registered may be towed at the owner’s expense.

Failure to register your vehicle or parking in prohibited areas will result in disciplinary action up to and including termination.

The Broadmoor is not responsible for any damage to your car while parked in an employee parking lot.

Employment of Relatives

While relatives may work in the same department, no employee may be supervised by a relative. If such a situation is created through promotion, transfer, new hire, marriage, etc., one of the relatives must either transfer to another department or position. The Broadmoor reserves the right to terminate an employee under this policy if no transfer is possible.

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Lockers

Lockers are provided for your convenience by the Loss Prevention Department after paying a non-refundable $5.00 locker deposit. Do not exchange or share lockers with another employee unless this has been pre-approved by Loss Prevention.

Do not use a locker that has not been assigned to you by Loss Prevention. If this is done, the locker will be cleared out and assigned to another employee. No employee is allowed to enter any employee locker not assigned to them at any time. No food (except daily lunches), beverages, or Hotel property should be stored in lockers; nor is anything to be written or posted inside or outside your locker. Failure to follow these guidelines may result in disciplinary action.

Only Hotel issued locks are permitted on lockers. You are required to turn in your lock and clean your locker should you leave you job. The Hotel is not responsible for the contents of your locker.

However, for your protection, you are cautioned not to store valuables, money, etc. in your locker. Random locker inspections will be held periodically.

If you have to replace your lock, another one will be issued to you by Loss Prevention at the current cost of $5.00 (non-refundable).

Restrooms

You are provided with employee restrooms located in the heart-of-the-house throughout the Hotel. Employees are not allowed to use the guest restrooms.

Employee restrooms are provided for your convenience and use. Please help by keeping these areas clean for all your co-workers to enjoy. Graffiti, defacing, or writing anywhere in employee restrooms is not permitted and will result in disciplinary action up to and including termination.

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Elevators

Service elevators are provided for the transportation of employees and supplies. Guest elevators are for guest use only. Employees are required to use the stairs or service elevators.

Telephones

Personal telephone calls cannot be accepted for an employee unless it is an emergency. Personal calls should be made during the employee break periods and not during working hours.

Use of HoteHotell telephones for personal or long distancedistance phone cacallslls is not permitted unless permission is expressly granted by your Department Manager. Violation of this policy will subject an employee to disciplinary action up to and including termination. Use of personal cell phones during your shift is not permitted. Cell phone usage should be limited to designated break areas only. Personal cell phones should be turned off while working. Cell phone can be used during breaks in designated break areas. Personal cell phones should never be used in view of a guest, including areas between employee parking and entrances.

Recording for Evaluation Purposes

To maintain our high level of customer service and to ensure consistent training for all of our Hotel employees, The Broadmoor periodically monitors and/or records conversations between Hotel employees and outside callers. Our use of monitoring and/or recording equipment is in compliance with state and federal law and we periodically review the laws to ensure that we stay in compliance.

Your consent for The Broadmoor to monitor and record customer phones calls is a condition of employment.

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Meal Breaks

The employee restaurant, The Broadmoor Café, in the Main Hotel, is provided for your use and convenience during your working hours. At no time should “breaks” be taken nor should food or drinks be consumed in any public area of the Hotel including the area around the lake.

Your department will establish the time at which you are to take your meal and other breaks. Breaks may be taken in The Broadmoor Café or in designated break areas depending upon departmental policy.

After you have finished your meal or break, it is your responsibility to clean up after yourself. Please throw your trash into the waste containers and return your trays.

Meal PeriodsPeriods: No non-exempt employee shall work for a period of more than five hours without a meal period of not less than 30 minutes. When a work period of not more than five hours will complete the day’s work, the meal period shall be optional. Every non-exempt employee is required to clock out for the daily 30 minute meal period, and no work should be performed during this period. It is your responsibility to take a meal break and clock in and out. It is against Hotel policy to continue your break after you have clocked back in to work. Employees who do this will be subject to disciplinary action up to, and including, termination. Note: Some third shift employees who work from 11:00 pm – 7:00 am and certain other designated positions will be permitted to take an “on the job” meal period break and will be compensated for the break. Such designated employees will not be required to clock out for the meal period break.

Rest PeriodsPeriods: Non-exempt employees may take a ten minute rest period for every four hour work period in so far as practical. It is not necessary that the employee leave the immediate work area for this rest period. Employees are not to go to the Employee Café for this 10 minute rest period.

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B.B.C. (Broadmoor Beautification Committee)

Everyone at the Hotel assists in, and is responsible for, keeping the Hotel clean and attractive. You are expected to join us in our collective effort to maintain the beautiful property we now have. Take the time to pick up bits of paper and debris from the floor and grounds. This makes all of our jobs easier and the Hotel a better place to work and visit.

Maintenance FIXX Line

We also rely upon you to report areas in need of repair, painting, maintenance, etc. when you see areas or items requiring attention, please call the Maintenance FIXX Line at EXT. 3499 (FIXX). Be specific about the location or type of work that needs to be done when you call. If a guest reports some maintenance problems or difficulty, you should assist him/her by calling the Maintenance FIXX Line. Use this extension rather than calling the Front Desk or Housekeeping Department.

Job Postings, Promotions, and Transfers

The Broadmoor strives to promote qualified employees from within the Hotel for available positions. To ensure that all eligible employees are aware of job openings, positions may be posted on the job openings board located in the Human Resources Department, on the bulletin board near the Main employee entrance, and next to the West Building time clock. Job posting applications from qualified current Broadmoor staff are accepted online only at tinyurl.com/BroadmoorStaffPosting. Prior to posting, employees must notify and receive verbal approval from their Department Head. Contact the Human Resources office at Ext. 6145 for more information. The Broadmoor reserves the right to not post job openings for positions which the Company believes, in its sole discretion, should be filled from outside the organization.

The Employment Office will ensure your eligibility and arrange appropriate interviews. You may apply for open positions after completing 90 days of employment in your current department. Those employees here on a temporary training visa may not be eligible to 65 transfer. If you are here on a visa or internship, please contact the Employment Office to determine posting eligibility. Any exception must be approved by the Director or Assistant Director of Human Resources. You may apply only for one position at a time. Selection will be based upon job-related qualifications, performance, cooperation, and attitude. Any posting for a Supervisor or Manager position must include a resume. A resume is recommended for all other postings.

The applicant’s personnel file will be reviewed to determine eligibility for the position. Disciplinary action within three months prior to posting, a rating of “unsuccessful” on your most recent performance review, or failing to show for an interview may disqualify you. If you have requested and been approved for a transfer, your conduct and performance must remain satisfactory pending completion of the transfer.

Upon transfer, your rate of pay will be commensurate with the position to which you are transferring. If you transfer from a full- time position to a part-time position, you will forfeit any full-time benefits (i.e. accrued vacation, sick or holiday time). If you transfer from a part-time position to a full-time position, you will be given credit for any benefits due under full-time status, after meeting the eligibility criteria. Your next review date will be one year from your date of transfer.

Employee Self Service

Employee Self Service is accessible from computers both at the Broadmoor as well as off site. Employees can log in, view their information, change their address, emergency contact, and direct deposit information, pay stubs, pay history, and past W- 2’s. Employees can also view their current training requests.. You are encouraged to use self- service to keep your information current as well as accomplish the tasks mentioned.

When you become eligible for benefits and/or during Open Enrollment periods each year, you will use this system to enroll in benefits and/or make changes to existing benefits.

Managers can log into self-service to accomplish all of the tasks listed above. In addition, managers use this system to electronically submit 66 performance reviews, salary changes, disciplinary notices, and terminations.

• From a Broadmoor Computer, the website for Self Service is: http://ess/SHCM/ • From off site or a home computer, the website for Self Service is: ess.broadmoor.com

The user name is the employee’s first and last initial followed by the last four digits of their social security number. Example for John Doe: jd4359

The first time you log in, your password will be your social security number. The system will prompt you to change your password when you log in for the first time.

Personnel Files

To maintain accurate and current records, you must report any changes in marital status, name, address, telephone number or emergency notification information to your Supervisor and Human Resources by making appropriate changes online in Employee Self Service. To change your beneficiary, or to add or remove dependents on your insurance coverage, contact the Benefits Office directly.

Current employees may review their personnel file in the Human Resources Department by appointment only with the Assistant Director of Human Resources or the Director of Human Resources. Files or documents may not be copied or removed. If you have any questions, Human Resources will assist you.

Employees who are in driving positions must report changes in their driving records to Human Resources to be noted in the personnel file (i.e. tickets, DUI, DWAI, etc.)

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Work Schedules

Schedules are made by the individual Department Managers. All schedules and any changes are normally posted two days in advance of the work week if possible. It is your responsibility to check your schedule frequently and to check with your Supervisor to be aware of any changes that may have been made.

Hours of Work

Hours and schedules will vary by department and business needs. The standard work week should not be considered as either a guarantee of any maximum or minimum number of hours of work regardless of your employment classification. Hotel management schedules employees for work as business levels dictate. You may be asked to work overtime or leave early depending on business demands.

You are not permitted on the premises more than 30 minutes prior to or after completion of your shift unless permission has been granted by your Department Head. Employees are not permitted to clock in more than five minutes prior to the start of the scheduled shift, unless given permission by their manager.

Attendance Guidelines

Good attendance by each and every employee is essential to the success of our operation here at The Broadmoor. You are expected to be in attendance when scheduled by your Supervisor. Each employee is expected to report to work as scheduled, on time and work the hours scheduled. While certain allowances will be made for occurrences beyond the control of the employee (e.g. accidents, emergencies), chronic or excessive violations will result in disciplinary action up to and including terminatiotermination nnn. It is the employee’s responsibility to personally contact your immediate Supervisor a minimum of one hour before the start of the scheduled shift if you are unable to report to work. Failure to 68 contact your immediate Supervisor at least one hour in advance for your shift may be considered an improper call off or a no call/no show. The Hotel reserves the right to require a physician’s written verification of illness. (Refer to the “Non-Work Related Injury/Illness” section.)

The following will serve as disciplinary guidelines:

TARDIES ABSENCES* NO CALL/NO SHOW Three Tardies One Absence One NC/NS Documented Documented Final Written Consultation Consultation Warning Two NC/NS Suspension Four Tardies Two Absences Pending Written Warning Written Warning Investigation (probable termination) Five Tardies Three Absences Final Warning Final Warning Six Tardies Four Absences Suspension Three Day Suspension Seven Tardies Five Absences Suspension Pending Suspension Pending Investigation (probable Investigation (probable termination) termination) *Absences do not include designated sick time or FMLA qualifying time

An excessive tardy may warrant disciplinary action prior to three tardies.

Reduction of Hours

Due to business fluctuations, you may experience a reduction of work hours. We will do everything we can to keep this to a minimum and we will always give as much advance notice as possible. Work hours are a factor of business levels. Extra work may be available in other departments. If you would like to work additional hours in another

69 department, please check with your Manager and the EXTRA HOURS Hotline at extension 5117.

Key Control

All Hotel property which is secured by locking devices, with the exception of office equipment and vehicles, will be secured by locks on the Hotel system. All keys remain on the property of The Broadmoor Hotel.

Key Recipient’s Responsibilities:

1. Safely keep keys issued to you. If a key is lost or stolen, contact your Supervisor immediately. Employees will be charged for replacements according to the schedule below:

Type of Key Charge Individual Door $10 Outside Door $15 Sub-Master $30 Building Master $60

2. Ensure that doors are locked when leaving the area at the conclusion of work.

3. Surrender keys to your Department Manager upon transfer or termination.

4. Do not exchange or lend keys.

5. Return any and all signed-out keys to the Loss Prevention Department before the end of your shift.

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Guest Room Master Keys (Card Key)

Many employees are issued keys that open guest rooms. Due to a high security risk, the employee assigned the keys is responsible for the safe keeping of the keys at all times. If the floor master or master keys are lost, you must report the loss immediately to your Manager and Loss Prevention. All rooms accessible by the key must be cancelled out, which is very time consuming and requires a locksmith to issue a cancel key. Loss Prevention must go to every guest room affected to cancel the lost card. The employee assigned the key will be charged one hundred dollars ($100.00) for the cancellation process if it is a master key and forty dollars ($40.00) if it is a floor master. It is very important to protect guest room master keys.

House Bank/Cashier Procedures

Policies related to Cashier remittance procedures have been developed to ensure the security of house funds and to protect the individual Cashier remitting funds. A House Bank Agreement will be filled out by each employee being given a bank. By accepting the bank, the employee agrees to the following:

1. To be responsible for the safekeeping of the bank

2. To keep the bank at all times (when not in use) in a safe deposit box

3. The funds of the bank remain the property of the Hotel at all times. They are not to be used as your own

4. To permit auditing of the bank at any time

5. Not to transfer or deliver the bank to anyone else without written authorization of the Hotel Controller

6. Cashiers are required to count their banks at the beginning and end of each shift and report any variances immediately

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7. To comply with all rules and regulations concerning the bank as established by the Hotel

Personal Grooming Standards

The Broadmoor believes an employee’s dress and grooming should be appropriate to our Five-Star, Five-Diamond environment. Departures from what the Hotel considers conventional dress and personal grooming are not permitted, regardless of the nature of the job performed.

If you report for work improperly dressed or groomed, in the opinion of The Broadmoor, your Supervisor may instruct you to return home to change clothes and/or take appropriate disciplinary action. Non- uniformed employees or employees who are on property and being paid for work-related functions (i.e. department meetings or required training classes) must adhere to the guidelines listed below for a business professional environment.

The following are business professional personal grooming and appearance standards for both females and males:

Females

Hair

••• Must be clean, neat and cut in a natural style. ••• Extreme styles, such as excessive teasing, dreadlocks, pigtails or extreme hair coloring are not permitted. ••• Long hair should not fall forward while performing regular job duties. ••• Be conservative with style, accessories and coloring. ••• Hair accessories such as barrettes, ribbons and combs must be conservative in style, use and number. ••• Employees handling food must confine hair as directed by your Department Head. 72

••• Underarm hair must be covered by sleeves or removed. ••• Legs must be clean shaven unless pants are worn.

Makeup, Nails, Perfume, Hygiene

••• Foundation, powder and blush may be worn and should complement your skin coloring. ••• Mascara, eye shadow and eyeliner may be worn in natural shades and be applied moderately. ••• Fingernails should be neat and clean; complementary colors of nail polish may be worn. Fingernails may not extend ¼” from tip of finger. No nail art or extreme colors of nail polish (blue, black, glitter, etc.) are permitted. Note: Food and Beverage employees may not have polished nails or artificial nails due to sanitary concerns. ••• Heavily scented perfume and powder should be avoided. ••• Daily showers and use of deodorant are expected. ••• Uniforms must be cleaned, in good repair, and pressed appropriate to your department.

Jewelry

••• Rings, watches and Hotel service pins may be worn as long as they are conservative in style and number. ••• No more than two rings or bracelets per hand (wedding sets are considered one ring). ••• No more than two earrings per lobe. Earrings must be conservative in size and style. ••• Ear lobe gauges are not permitted. Gauge holes may not be permitted, depending on your position. If gauge holes are permitted for your position, you will be required to wear skin colored gauge plugs. ••• Necklaces and bracelets must be conservative in size and number. ••• No offensive or conspicuous tattoos or body painting is allowed.

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••• No visible body piercing jewelry may be worn.

Non-Uniformed Dress Standards

••• Employees with direct guest contact must wear appropriate business attire. ••• Miniskirts (skirts more than three inches above the knee), midriff tops, see-through, revealing or form fitting tops, casual pants and casual sportswear are not permitted. ••• Sleeveless shirts/blouses are permitted as long as they are professional in appearance. ••• Dress slacks are permitted as long as they are paired with a professional blouse or sweater. ••• Dress capri/crop pants are permitted as long as they are paired with a professional blouse, jacket or sweater. ••• Pants must be worn at or above the waistline and belts must be worn if pants have a belt loop. The belt must be a standard, professional belt that matches the outfit. No large or noticeable belt buckles. ••• Classic resort sportswear is permitted or required in certain positions. ••• Pantyhose are recommended with skirts, dresses, or dress slacks when wearing closed toed shoes. Closed toed shoes are permitted without pantyhose depending upon season as long as the outfit is professional. ••• Open-toed dress shoes are permitted (flat, flip-flop, multiple ankle wrapped, cork/straw wedge or Birkenstock-style sandals are not permitted). ••• When wearing open-toed shoes, legs must be clean shaven. ••• Feet must be neat, clean, and pedicured. Complimentary colors of nail polish may be worn. No nail art or extreme colors of ••• polish (blue, black, glitter, etc.) are permitted. No toe rings or ankle bracelets are permitted. Note: Food and Beverage employees, uniformed or not, may not wear open-toed shoes at any time. ••• All shoes should be safe, slip proof, polished and in good repair.

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Uniformed Dress Standards

••• All uniformed employees must wear required uniform provided by the Hotel. ••• Pantyhose must be worn at all times with skirts, dresses, or dress slacks. Hosiery or dress socks may be worn with slacks or pants. ••• Pants must be worn at or above the waistline and belts must be worn if pants have a belt loop. The belt must be a standard, professional belt (black or brown only) that matches the uniform and are approved by management. No large or noticeable belt buckles. ••• Open-toed dress shoes are NOT permitted for Uniformed Employees.

Males

Hair

••• Must be clean, neat and cut in a natural style. ••• Hair should not extend past the top of a normal shirt collar, below the earlobe, or cover the eyebrows. ••• Extreme hairstyles, dreadlocks, and/or colors are not permitted. ••• Employees handling food must confine hair as directed by your Department Head. ••• Hair coloring must be natural in appearance and not extreme.

Mustaches, Beards, Sideburns

••• Mustaches must not extend past the corners of the lower lip and the hair must not grow over the lip. ••• Beards and goatees are not permitted. Employees must be closely shaven daily. If an accommodation for religious or medical reasons is needed, please bring this request to your Department Manager. ••• Sideburns should not extend past the earlobe. ••• Muttonchops and flares are not permitted. 75

••• No facial hair is permitted below the lower lip (typically called a “soul patch”).

Cosmetics, Nails, Scents, Hygiene

••• Cosmetics are not allowed unless used for medical reasons such as the concealment of a disfigurement. ••• Fingernails should be neat and clean and tips of nails should not extend past the finger. ••• Colored nail polish is not permitted. ••• Heavily scented shaving lotions and colognes should be avoided. ••• Daily showers and use of deodorant are expected. ••• No offensive or conspicuous tattoos or body painting are allowed. ••• Uniforms should be pressed and shoes polished.

Jewelry

••• Conservative rings, watches and service pins may be worn. ••• No more than two rings or bracelets per hand. ••• Earrings are not permitted while on Hotel property. No visible body piercing jewelry may be worn. ••• Ear lobe gauges are not permitted. Gauge holes may not be permitted, depending on your position. If gauge holes are permitted for your position, you will be required to wear skin colored gauge plugs.

Non-Uniformed Dress Standards

••• For employees with direct guest contact, business suits and ties are required. ••• Classic resort sportswear is permitted or required in certain positions. ••• Pants must be worn at or above the waistline and belts must be worn if pants have a belt loop. The belt must be a standard,

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professional belt that matches the outfit. No large or noticeable belt buckles. ••• Some types of casual sportswear are permitted. ••• T-shirts or other casual shirts (without a collar) are not permitted. ••• No open-toed shoes allowed.

Uniformed Dress Standards

••• All uniformed employees must wear required uniform provided by the Hotel. ••• Pants must be worn at or above the waistline and belts must be worn if pants have a belt loop. The belt must be a standard, professional belt (black or brown only) that matches the uniform and are approved by management. No large or noticeable belt buckles. ••• No open-toed shoes allowed.

Employees should also be suitably dressed when returning to the Hotel for any reason off the clock, (i.e. picking up paychecks, checking your schedule, going to ththee movies, or any Broadmoor sponsoredsponsored events, such as Service Pins, EOM Luncheon, etc.) adhering to a resort casual dress code.

••• When on Hotel property for any reason, employees are notnotnot permitted to wear the following in guest areas: TT----shirts,shirts, tank tops, musmusclecle shirts, or shorts.

Company Device and System Usage Standards Overview

With the deployment and availability of new technologies and devices, it is important that both The Broadmoor and its employees are aware of the potential dangers involved in using these technologies and the responsibilities they hold for their safe and appropriate use. Misuse of any such technologies could cause irreparable damage to The Broadmoor either financially, and/or to its reputation, through network intrusion and

77 data compromise, infringements of intellectual copyright, libel, other legal or morally questionable activities, etc.

These standards apply to all employees of The Broadmoor and its related entities, as well as their contractors, consultants, temporary staff, and other third parties that have access to The Broadmoor’s networks, systems, and communications (collectively “Employees”).

Standards for Electronic Devices Used for Company Business

All Company-issued cellular telephones, tablets, laptops, desktop computers, portable media, or other electronic equipment issued by the Company are referred to as “Company Devices” and all of the foregoing provided by an employee are referred to as “Employee Devices.” Both Company Devices and Employee Devices may be referred to simply as “Devices.”

All cellular telephones and digital tablets or similar electronic equipment used for Company purposes must be approved and issued by the Telecommunications Department, and all computers or similar equipment must be approved and issued by the IT Department. Employees are expected to demonstrate proper care of their Company devices. If you lose, break or damage your Company Device, report it to your Supervisor immediately. All Devices issued by the Company must be returned upon leaving the Company or upon transferring to a position that does not require that Device.

Employees are encouraged to take appropriate safety precautions when using their Company Devices. The use of handheld cellular telephones or tablet devices while driving is prohibited. Employees are expected to comply with applicable state laws regarding the use of cellular telephones or tablet devices.

Tablet devices, cellular phones, and similar mobile Devices are not to be turned on during your work shift unless approved by your Supervisor. Use of electronic devices, tablet devices, and cellular telephones is permitted only during scheduled break times and used only in employee

78 break areas. Use of personal pagers, tablet devices, and cellular phones while on duty or in gueguestst areas will result in disciplinarydisciplinary action up to aandnd including termination. Employees should not use their personal cell phone or electronic equipment while walking around property.

Backups and Data Storage

You may not use any cloud storage services to backup any Company Devices or store any Company any files or data unless you use a Company-provided service and account, following procedures as instructed by the IT Department.

You may not use any portable or external storage devices, such as thumb drives/USB drives/memory sticks, CD/DVD Drives, external hard-drives, or memory cards (“ExternalExternal Storage DevicesDevices”) to backup any Company Device, or to store any Company information, unless the External Storage Device was provided by the IT Department, and your manager has approved your use of the External Storage Device. Confidential and sensitive data written to any form of External Storage Device should always be encrypted as described in Data Security below.

If you are issued an External Storage Device by the Company, External Storage Devices may only be removed from the Company’s premises with the express permission of your supervisor.

The Company reserves the right to inspect and retain the content of any External Storage Devices leaving its premises.

Use of Company Systems (Including E-Mail, Voicemail, Internet and Networks)

The following are The Broadmoor’s standards regarding use of all Company e-mail, voicemail, Internet access, data lines, messaging services, networks, servers or other backup services, and similar systems and accounts (“CompanyCompany SystemsSystems”), regardless of whether Company Devices or Personal Devices are used.

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Company Systems are intended for Company business only. All information transmitted through Company Systems or on Company Devices is the sole and exclusive property of the Company and should be treated as confidential. Such information may not be disclosed to any person outside the Company or removed from Company premises without the express permission of your Department Manager.

The purpose of the Company’s Systems and access accounts are to promote the effective performance of Company business. While it is acceptable to send or receive personal messages of a limited number and frequency, personal use of the voicemail and e-mail system must be kept within the bounds of efficiency and good judgment. Personal use of the Company’s Internet access account is not permitted.

Employees are strictly prohibited from using Company Systems, Company Devices, or Personal Devices used for Company business, for any improper purpose. The Company’s Anti- Discrimination Policy and No Harassment Policy extend to the use of the Company’s Systems and Personal Devices used for Company business. Any employee who uses the Company’s Systems in violation of these policies will be subject to discipline, up to and including immediate termination.

Employees have the right to use Company Systems and Company Devices for the full spectrum of concerted activities for mutual aid or protection protected by Section 7 of the National Labor Relations Act on nonworking time, and nothing in this policy should be interpreted as limiting any such rights.

It is not possible to identify every type of inappropriate or impermissible use of the Company’s Systems. Employees are expected to use their best judgment and common sense at all times when accessing or using the Company’s Systems. The following conduct, however, is strictly prohibited:

• Employees may not transmit, retrieve, download, or store inappropriate messages or images relating to race, religion, color, sex, national origin, citizenship status, age, disability, or any other status protected under federal, state and local laws.

• Employees may not use the Company’s Systems in any way that violates the Company’s policy against unlawful harassment, 80

including sexual harassment. By way of example, employees may not transmit messages that would constitute sexual harassment; may not use sexually suggestive or explicit screen savers or backgrounds; may not access, receive, transmit or print pornographic, obscene or sexually offensive material or information; and may not transmit, retrieve, download, store or print messages or images that are offensive, derogatory, defamatory, off- color, sexual in content, or otherwise inappropriate in a business environment. Employees are also prohibited from making threatening or harassing statements to another employee, or to a vendor, customer, or other outside party.

• Employees are strictly prohibited from altering, transmitting, copying, downloading or removing any propriety, confidential, trade secret or other information of the Company, or of the Company’s customers. In addition, employees may not alter, transmit, copy or download propriety software, databases and other electronic files without proper and legally binding authorization.

• Employees should not download, transmit, or retrieve messages from multi-network gateways, real-time data and conversation programs including, but not limited to, instant messaging service (e.g. AOL Instant Messenger and Yahoo Messenger), Internet chat rooms and bulletin boards during their work shift, unless such activity is necessary for business purposes.

• Employees may not use or allow another individual to use the Company’s Systems for any purpose that is either damaging or competitive with the Company or detrimental to its interests.

• Employees are strictly prohibited from using the Company’s Systems in any manner that violates the U.S. federal CAN-SPAM law or similar spam laws of Canada or other countries, and may not send mass mailings unless approved by a department head, or send, forward, redistribute or reply to “chain letters” or similar schemes.

• Employees must honor and comply with all laws applicable to trademarks, copyrights, patents and licenses to software and 81

other electronically available information. Employees may not send, receive, download, upload or copy software or other copyrighted or otherwise legally protected information through the Company’s Systems without prior authorization (including authorization of the IT Department with regard to any software downloads).

• Employees may not solicit personal business opportunities or conduct personal advertising, personal money-making activities, or unauthorized fundraising through the Company’s Systems.

• Employees may not engage in gambling of any kind, monitor sports scores, or play electronic games through the Company’s Systems.

• Employees may not engage in day trading or otherwise purchase or sell stocks, bonds or other securities or transmit, retrieve, download or store messages or images related to the purchase or sale of stocks, bonds or other securities through the Company’s Systems.

Device and System Security Requirements

Employees must comply with the Company’s security requirements applicable to Company Devices, or Personal Devices used for Company business, at all times, including without limitation the following and any policies and procedures issued by the IT Department or the Employee’s department head.

Devices must be protected by passwords in accordance with the Company’s Password Policy, and should be set to automatically require the password after the period of inactivity designated by the IT Department. Employees must not attempt to change any settings on Company Devices including without limitation security settings, antivirus programs, Device locator programs, remote wipe programs, or other settings. Do not remove any Company labels on a Device. Each Employee is responsible for protecting any Device in the user’s

82 possession. Always take reasonable precautions to ensure the Device is in a safe and secure location.

Employees must comply at all times with the Company’s security requirements for accessing the Company’s Systems or using Devices on other networks. This is crucial in order to prevent Devices which have not been screened by the IT Department from potentially impacting the Company networks, or from allowing intruders to gain unauthorized access into Company Devices if used on unsecured networks, for example. If Employees are granted permission to use remote access to the Company’s network, VPN or other services, Employees will comply with all of the Company’s requirements regarding such access.

Employees will comply with all of the Company’s designated procedures regarding maintaining the confidentiality and security of Company and guest information when using Company Systems or Devices. Sensitive data, including without limitation any guest credit card information, will be transmitted and stored only in accordance with the Company’s encryption standards and other requirements (please see your supervisor or the IT department for details if you are unsure about this).

Access and Disclosure

While we hope that the occasion for any such action would be infrequent, in the interest of prudence, management reserves the right to access any messages, files, or other communication or data committed any of the Company’s Systems, Company Devices, or Company use of Personal Devices, and to review any person’s use of the Company’s Systems, including reviewing a list of sites accessed, files or data transmitted, and other usage details. These Systems are the property of The Broadmoor and its subsidiaries or affiliates, as is the information and data committed to, transmitted through, or stored therein, and Employees should understand that they have no expectation of privacy with respect to the use of any Company Systems or Company Devices, or to the extent permitted by applicable laws, in Personal Devices to the extent used for Company Business.

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Waiver and Severability

If any portion of these standards are deemed unenforceable by a court of law, the remainder will remain in force and the unenforceable provision will be revised as needed to as closely as possible reflect the intent of the unenforceable provision.

Recording Devices in the Workplace

Employees are prohibited from having any form of recording or photography device in the workplace and from recording or photographing guests, and confidential Broadmoor information. Violations of this policy may result in immediate discipline (including the possibility of termination), immediate removal of the recording device and/or the employee from the workplace, and retention of the recording device for inspection by the Hotel and/or legal authorities. Limited exceptions will apply when the employee in possession of the recording device has been provided advance authorization to use the recording device by an authorized member of Hotel management and the recording device is being used in an authorized manner to further Hotel business.

Prohibited “recording devices” under this policy include, but are not limited to cameras, camcorders, video devices, picture or video capable cellular telephones, cassette recorders, and digital voice or image recorders. Cellular telephones, PDAs, MP3 and DVD devices, portable computers, and other devices are covered if they are equipped with any device or technology that has the capability to record images or sounds. This prohibition applies irrespective of whether the recording capability is activated or not.

Information/Computer Security and Proprietary Information

• Employees must keep passwords secure and may not share accounts. Authorized users are responsible for the security of their passwords and accounts. System and user level passwords should be changed every 90 days. 84

• All PCs, laptops and workstations connected to The Broadmoor network should be secured with a password- protected screensaver with the automatic feature set at 15 minutes or less.

• Employees should secure their workstations by logging off or locking (Control-Alt-Delete for Windows users) when the host is unattended.

• Information contained on portable computers is especially vulnerable. Special care should be exercised by protecting laptops in accordance with the corporate security standards, including personal firewalls.

• Employees must use extreme caution when opening e-mail attachments received from unknown senders, which may contain viruses, e-mail bombs or Trojan horse code.

• Social Security numbers and credit card numbers are considered highly confidential and should be protected at all times and in all places – not only as they relate to computer systems, but to paper and e-mail documents. They should NEVER be stored on local computers or workstations.

Social Media Policy

The Broadmoor’s policy respects that many of our employees utilize social media in their private and work lives. The following Policy governs employee use of social media, including online tools used to share content, profiles, opinions, insights with others such as personal web pages, message boards, networks, communities and social networking websites, including, but not limited to, Facebook, Myspace, Digg, Flickr, Twitter, LinkedIn and weblogs (“blogs”) among others, as it relates to your work at The Broadmoor. This Policy will evolve as new technologies and tools become available and if regulatory requirements change.

The Broadmoor respects the rights of all employees to make use of social media, provided that such use does not adversely affect the Company’s legitimate rights and interests. For this reason, The Broadmoor expects 85 employees to exercise good judgment and discretion when using social media, keeping in mind that what they say and do over the internet may be a reflection of The Broadmoor.

Specifically, employees are strictly prohibited from:

• Engaging in activity that violates any of The Broadmoor’s policies or procedures. • Listing your own or any other employee’s Broadmoor e-mail address or Broadmoor telephone number, unless the social media is being used solely for company business. • Using The Broadmoor’s proprietary identifying image(s), logo(s), trademarks, service marks, slogans and/or copyrighted material in non-business related messaging without the prior consent of The Broadmoor President and CEO or Director of Human Resources. • Engaging in activity which violates state or federal laws related to patent, copyright or trademark infringement, libel, breach of contract, etc. • Using any social media during work time, unless it is being used solely for/on company business. The Employee Resource Library is available in Human Resources and can be used during break time. • Posting or otherwise disclosing any of The Broadmoor’s proprietary or confidential business information. • Posting or using a photograph or likeness of a supervisor, manager, vendor, customer or guest without their prior permission to do so. • Posting or otherwise commenting on any potential or actual legal matter or litigation in which The Broadmoor is involved and which may be binding upon The Broadmoor or deemed to be an admission of The Broadmoor. • Providing references or employment verification for current or former employees.

Employees engaging in use of social media are subject to all of the Company’s policies and procedures, including but not limited to The Broadmoor’s policies: (i) safeguarding Company property; (ii) prohibiting unlawful practices such as discrimination and harassment; and (iii)

86 governing the use of The Broadmoor’s computer, telephone and other electronic and communication equipment and systems.

Employees must make it clear in any online activity that the views and opinions they express about work or Broadmoor-related matters are their own and are not those of The Broadmoor or its management. If you comment on The Broadmoor or any competitor, use your real name, identify your position with The Broadmoor and, if you have a vested interest in the topic, please make that interest clear. Never represent yourself as speaking for The Broadmoor unless you are specifically authorized to do so. Further, never hold yourself out as an expert on an issue by virtue of your employment at The Broadmoor without prior permission. If and when you are authorized to speak on behalf of The Broadmoor, never represent the Company in a false or misleading way. If you disagree with another’s opinion, please remain respectful and polite.

The Broadmoor reserves the right to monitor the use of its computer, telephone and other communications equipment/systems. Employees should have no expectation of privacy while using said Broadmoor property.

Nothing in this Policy or in any of the Company’s other policies and procedures prohibits or otherwise restricts employees from engaging in concerted activity for the purposes of mutual aid or protection, including the right to voluntarily discuss their wages, hours, working conditions and other terms and conditions of employment with one another and/or others. Nothing in this Policy or in any of the Company’s other policies and procedures prohibit or otherwise restrict an employee from participating in a government investigation.

By participating in social media activities, employees accept responsibility for complying with the policy. Violations of this Policy may result in disciplinary action up to and including termination of employment. If you have any questions about this policy, please contact Human Resources.

At The Broadmoor, we understand that social media can be a fun and rewarding way to share your life and opinions with family, friends and co-workers around the world. However, use of social media also presents certain risks and carries with it certain responsibilities. To assist you in making responsible decisions about your use of social media, we have established these guidelines for appropriate use of social media. 87

Guidelines: In the rapidly expanding work of electronic communication, social media can mean many things. Social media includes all means of communicating or posting information or content of any sort on the Internet, including to your own or someone else’s web log or blog, journal or diary, personal web site, social networking or affinity web site, web bulletin board or a chat room, whether or not associated or affiliated with The Broadmoor, as well as any other form of electronic communication.

The same principles and guidelines found in The Broadmoor’s policies and three basic beliefs apply to your activities online. Ultimately, you are solely responsible for what you post online. Before creating online content, consider some of the risks and rewards that are involved. Keep in mind that any of your conduct that adversely affects your job performance, the performance of fellow employees or otherwise adversely affects customers, supplies, people who work on behalf of The Broadmoor or The Broadmoor’s legitimate business interests may result in disciplinary action up to including termination.

Know anandd Follow the Rules: Carefully read these guidelines, No Discrimination and No Harassment Policy, and ensure your postings are consistent with these policies. Inappropriate postings that may include discriminatory remarks, harassment, and threats of violence or similar inappropriate or unlawful conduct or will not be tolerated and may subject you to disciplinary action up to and including termination.

Be Respectful: Always be fair and courteous to fellow employees, customers, suppliers or people who work on behalf of The Broadmoor. 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 reasonably could be viewed as malicious, obscene, threatening or intimidating, that disparage customers, employees or suppliers, or that might constitute harassment or bullying. Examples of such conduct might include offensive posts meant to intentionally harm 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.

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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 postings can be searched. Never post any information or rumors that you know to be false about The Broadmoor, fellow employees, customers, suppliers, and people working on behalf of The Broadmoor or competitors.

Post Only Appropriate and Respectful Content:

• Maintain the confidentiality of The Broadmoor trade secrets and private or confidential information. Trade 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.

• Respect financial disclosure laws. It is illegal to communicate or give a “tip” on inside information to others so that they may buy or sell stocks or securities. Such online conduct may also violate the Insider Trading Policy.

• Do not create a link from your blog, website or other social networking site to The Broadmoor’s website without identifying yourself as a Broadmoor employee.

• Express your personal opinions. Never represent yourself as a spokesperson for The Broadmoor. If The Broadmoor is subject to the content you are creating, be clear and open about the fact that you’re an employee and make it clear that your views do not represent those of The Broadmoor, fellow employees, guests, customers, suppliers or people working on behalf of The Broadmoor. If you do publish a blog or post online related to the work you do or subjects associated with The Broadmoor, make it clear that you are not speaking on behalf of The Broadmoor. It is best to include a disclaimer such as “The postings on this site are my own and do not necessarily reflect the views of The Broadmoor.”

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Using Social Media at Work: Refrain from using social media on work time or on equipment we provide, unless it is work-related as authorized by your manager or consistent with the Company Equipment Policy. Do not use The Broadmoor’s email addresses to register on social networks, blogs or other online tools utilized for personal use.

Retaliation is Prohibited: The Broadmoor prohibits taking negative action against any employee for reporting a possible deviation from this policy or for cooperating in an investigation. Any employee who retaliates against another employee for reporting a possible deviation from this policy or for cooperating in an investigation will be subject to disciplinary action, up to and including termination.

For More Information: If you have questions or need further guidance, please contact Human Resources.

Use of Hotel Facilities

The facilities, restaurants, and lounges of The Broadmoor Golf Club are for Hotel guests and Golf Club members only. Use of pools is also restricted to guests. Employees may use the retail shops, as does the general public. Appropriate attire and conduct is required when using any Hotel facilities.

• PUBLIC AREASAREAS: Off duty employees are not allowed in the public areas of the Hotel, including the lobby areas without notifying their immediate Supervisor.

• WORK AREAAREA: You will be assigned to a work area. You are not to visit other areas except when on business. You should always notify a Supervisor or Manager when leaving your work area.

Restaurant Use Pass

Whenever you visit our restaurants or lounges, you will need a Restaurant Use Pass. You can obtain this pass from your Department Head in advance of your planned visit. You are responsible for making 90 reservations in advance with the Manager of the outlet you wish to utilize. A Restaurant Use Pass will be issued based on availability. However, if we are anticipating a large volume of guests in our restaurants and lounges, you may be denied a Restaurant Use Pass. In most instances, weekends and holidays are reserved for Hotel guests and local patrons. When using a Restaurant Use Pass, you must be off duty and not in uniform. Appropriate attire and conduct is expected.

Employee/Guest Fraternization

While all employees are expected to be friendly and courteous with Hotel guests, non-employment related socializing, dating, or fraternization with the guests is prohibited. This policy applies whether an employee is on or off duty. Any infraction of this policy will be investigated and may result in terminationtermination.

Food and Beverage Deliveries

Food and beverage deliveries from outside vendors are not permitted at the Hotel. Please refer our guests to our outlets or Room Service for food and beverage service. Should you see such a delivery being made, please contact the Assistant Manager on duty at ext. 5419 so follow up action can be taken.

Lactation Accommodation Policy

The Broadmoor provides convenient, private areas for nursing mothers who need to express breast milk periodically during the work day. Employees who would like to utilize these areas should contact their manager or Human Resources to make arrangements.

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Your Performance

The Broadmoor knows how important it is for you to know what is expected of you and how your performance is being viewed. We believe that performance feedback or coaching starts with your first day and is a continuous process. We have outlined below specific times for formal reviews. These times are designed for a formal evaluation of your performance.

Post Evaluation Period

After the completion of your evaluation period, you will receive a review by your Supervisor. The review is based on your performance during the 90-day evaluation period.

Annual Evaluation

You will receive an evaluation to determine your work progress and a pay review on or around your anniversary date each year. If you should transfer to another department or position at the Hotel, your next review will be one year from your transfer date. How well you perform your job is the most important factor on which recommendations regarding your pay increase are made. Your Supervisor considers, among other things, the quality of work, overall knowledge, your work performance, your attitude, initiative, cooperation with others, and your adaptability and versatility in your job. Regular attendance and punctuality, grooming, safety record and care of Hotel property are also factors that will be considered in your overall performance evaluation. The pay review is based on performance and does not guarantee an increase in pay. If a pay increase is determined, the increase will begin on the first day of the pay period following your anniversary date. During your performance evaluation, you are encouraged to discuss your progress with your Supervisor. Should you have questions about your progress between these reviews, please feel free to ask your Supervisor to talk with you in private.

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Salary Administration

All hourly positions at the Hotel are assigned a minimum and maximum rate. Once you reach the maximum hourly rate for your position, you are ineligible for additional merit percentage increases as long as you remain in that position. Salary surveys may be conducted periodically to determine if The Broadmoor wages are generally competitive in our industry and geographic area. No employee may give himself/herself a pay increase by means of a wage increase, salary increase, or any additional compensation (i.e. to include tips, gratuities, etc.) without approval.

Sample Pay Period

S M T W TH F S Your pay is based on the hours worked during a two- week period ending every other S M T W TH FFF S Friday. Paychecks are issued the following Friday at LoLossss LLoossss S M T W TH F S PPPrPrrreveeveeveeventintintintioooonnnn....

FFF-F--- Payday S M T W TH FFF S Shaded = Pay Period

Picking Up Paychecks

Paychecks must be picked up at the Loss Prevention Office in the Main Building between the hours of 7:00 a.m. and 7:00 p.m. on paydays. After these hours, paychecks will be kept in Loss Prevention on Saturday, Sunday, Monday and Tuesday following the payday. After that, checks may be picked up in the Payroll Office in Accounting. If there is a discrepancy with your paycheck, see your Supervisor. For your protection, we do not allow relatives, your spouse, or any other person to pick up you paycheck. You must pick up your paycheck in person and you will be required to show your Broadmoor I.D. card.

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Clocking In/Out

Remember that it is your responsibility to clock in and out properly for each shift that you work and for all meal periods. If you forget to clock in or out any time during the pay period and it causes your paycheck to be incorrect, the correction will be reflected on your next scheduled paycheck. Excessive failure to clock in/out or clocking in or out for anyone other than yourself may result in disciplinary action up to and including termination.

Direct Deposit

The Broadmoor has established an automatic payroll deposit system with the bank of your choice. If you would like more information or to enroll in the plan, please utilize Employee Self Service to enroll.

Tip Reporting

Some Broadmoor employees receive tips for their work in addition to their pay from The Broadmoor. Under U.S. Government rules, each employee who receives more than $20.00 in cash tips during a month must turn in a tip report to the Payroll Office on a bi-monthly basis. Furthermore, the rules require that income tax and Social Security taxes on reported tips be deducted from the regular paychecks. If you receive tips, you should know that the Government levies a penalty on any employee who fails to report or who reports tips incorrectly.

Overtime

Work schedules may require overtime work. A non-exempt employee will be paid at one and one half times the regular hourly rate for hours worked over 40 hours per week or 12 hours per day. Due to the nature of the hospitality business, you are required to work overtime when determined necessary and approved by your Supervisor.

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For purposes of calculating overtime hours, only actual hours worked will be counted. Paid time off is not counted as hours worked for purposes of calculating overtime hours.

Overtime Compensation

Overtime compensation varies depending on the employee’s pay plan, job duties, and other regulatory factors. For example, our salaried-exempt employees normally do not receive extra pay for overtime hours. Likewise, certain other employees are exempt from overtime premium pay, so we pay those employees straight-time pay for overtime hours. Our hourly non-exempt employees receive straight-time pay plus half- time pay (the time-and-one-half rate) for overtime hours. In any event, all overtime work performed by such employees will be paid properly.

Resignations

If you are voluntarily ending your employment, you must provide a written statement of resignation. A minimum of two weeks advance notice of resignation is requested. Failure to provide sufficient notice will affect your eligibility for rehire.

Exit Process

Should your employment come to an end at The Broadmoor, you are required to complete an Exit Checklist. The checklist is designed to simplify the check-out process and to ensure that all Broadmoor Hotel property is returned. Exit Checklists are available from your Department Manager, Human Resources or any Form Center.

The Exit Process is as follows:

Step 1: Outgoing Employee InformatioInformationnnn

Fill in the information requested in this section.

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Step 2: Department

A Department Manager or Supervisor must complete and sign off on the Exit Checklist to verify departmental equipment has been returned.

Step 3: Uniforms

The Uniform Department must sign off on the Exit Checklist to verify that all uniforms issued to you have been returned. They will also provide a receipt to you for the return of your uniform deposit.

Step 4: Loss Prevention

The Loss Prevention Department must sign off on the Exit Checklist to verify that all key cards, lockers and parking passes have been returned.

Step 5: Employee Housing

If you reside in employee housing, you must complete step five by scheduling a walk-through of your housing unit with a representative of from Housing. Once the walk- through has been completed, Human Resources will sign off on the Exit Checklist.

Step 6: Benefits and Risk Management

The Benefits Manager or designee needs to sign the checklist to indicate whether you have insurance coverage and the Risk Manager must sign if you have an open worker’s compensation claim.

Step 7: Reason for Leaving

In this section, indicate the reason for leaving (voluntary or involuntary) and whether you would like to pick up your final paycheck or have it mailed.

Step 8: International Employees Only

Please see International Recruiting Manager regarding any outstanding fees prior to completing the exit process.

Step 9: Human Resources

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Complete the exit process with the Human Resources Department. You must turn in your name tag, I.D. card, Employee Guidebook and SMART Start materials (if provided). Human Resources will answer any final questions you may have and sign the Exit Checklist.

Step 10: Exit Questionnaire

If you are leaving the Hotel voluntarily, you will be asked to complete the questionnaire attached to the Exit Checklist. We appreciate your feedback. Please include your phone number at the bottom of the page if you would like a follow up exit interview in person or by phone.

Step 11: Letter of ResignResignationation

Each employee who leaves the Hotel voluntarily will be required to complete a letter of resignation, which states resignation date and reason for leaving.

Final Checks

Before your final check is issued, an Exit Checklist must be completed. Payroll deductions may be made for Hotel equipment or materials damaged or not returned. (See chart below for an example of charges). Your final paycheck will be mailed to the forwarding address you provide or it will be held for you in the Payroll Office, depending upon your instructions. If you currently utilize direct deposit, direct deposit of your paycheck will be suspended upon resignation and you will receive your check as stated above.

LLListLististist ofofof ccchachahaharrrrggggeeees:s:s:s:

I.D. Card $15.00

Name Tag $5.00/$7.00

Guidebook/CD $15.00

Uniforms $100.00 Deposit

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(Plus any additional materials depending upon uniform and Department)

Check Cashing

The Broadmoor does not have the capability of cashing personal or payroll checks.

Advance on Paychecks

There is a general policy of no advances on paychecks. An emergency request must be approved by the Assistant Director or Director of Human Resources.

Employee Communication & Recognition

At The Broadmoor, we encourage you to communicate your ideas, suggestions, and concerns to your Supervisor or department. In addition, we have provided you with other means whereby you can communicate with management and them with you. We encourage you to take advantage of our communication system so we can work together to provide the best possible service to our guests and the most effective, positive and professional work environment for our employees.

PPProjects,P RRRecognition,R IIInvolvement,I DDDedicationD and EEEventsE Committee (P.R.I.D.E.)

The purpose of the P.R.I.D.E. Committee is to improve communication throughout the Hotel. The Committee is designed to encourage employee discussion regarding activities, special events and Hotel matters. Members from each division are chosen to attend the monthly P.R.I.D.E. Committee meeting. P.R.I.D.E. Committee members must have been employed with the Hotel for at least six months and should possess the following qualities: 98

• A positive attitude. • A genuine desire to improve the Hotel and work environment. • Concern for their fellow employees. • The willingness to communicate with others. • Be in good standing with their department.

P.R.I.D.E. Committee members are a vital link in ensuring that their department is well informed and that the needs and concerns of the department’s employees are expressed.

Employee Recognition Programs

Each month the P.R.I.D.E. Committee selects an Employee of the Month from each division. Nominations are submitted by Supervisors, Managers, and fellow employees. Nomination forms are available through your P.R.I.D.E. Committee member, at the Forms Centers located throughout the Hotel, or in the Human Resources public folder in Outlook. The factors considered in the selection process are:

• Outstanding service to internal and external guests • A positive attitude • Courtesy and cooperation • Work quality and productivity • Professional appearance • Attendance and punctuality record • Safety record

Candidates must also be employed at the Hotel for at least six months and have no disciplinary actions in the past 90 days.

Employees of the Month are honored with a certificate, a cash award, dinner for two, a luncheon in his/her honor, a parking pass, and a special nametag to wear during the month. In addition, the Employee of the Month is featured in The Buzzin’ Bee Above and Beyond Magazine.

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Each December, an Employee of the Year from each division is selected from among the year’s Employees of the Month. The Employees of the Year are honored at the annual Employee Holiday Party with a plaque, cash award and trip for two.

Manager of the Quarter

Each quarter, the Executive Committee selects a Manager of the Quarter. Executive Committee Members are not eligible. The factors considered in the selection process are:

• Interpersonal skills • Training and Development • Employee retention • Quality • Organization skills • Budget management • Staff morale • Productivity • Communication skills • Impact on The Broadmoor

To be eligible, Managers must be employed at the Hotel for at least six months and have no disciplinary actions in the past six months.

We honor Managers of the Quarter with a cash prize, overnight stay and dinner for two at the Hotel, a special nametag for the quarter, a plaque and an article in The Buzzin’ Bee Above and Beyond Magazine.

Along with recognizing a Manager quarterly, The Broadmoor will recognize a Manager of the Year. This individual will be honored in December and receive a plaque, a cash award and a trip for two.

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Service Pins

After one year of full-time or part-time service, employees receive a one year service pin. Service pins are also presented at 3, 5, 10, 15, and 20 year anniversaries. Service pins should be worn directly above the nametag.

An Evening with the Stars

An Evening with the Stars is a very special event to honor long- term employees who have worked for The Broadmoor for 10, 15, 20, 25, 30 years or more. The event is hosted by the President & CEO of The Broadmoor each year.

Pioneer Club

Broadmoor employees who have completed 25 years of continuous full- time service are inducted into The Broadmoor Pioneer Club. Both active and retired employees who are members of The Pioneer Club receive special recognition at the annual induction party and participation in other special events during the year.

Publications

There is one monthly publication designed to keep you abreast of current and upcoming information and events. The Buzzin’ Bee Above and Beyond Magazine will keep you up-to-date on important hotel information, announcements of upcoming events, educational opportunities, savings and special offers for Broadmoor employees and other information of interest. The magazine will also spotlight the Manager of the Quarter winner, Employees of the Month, Service Pin recipients, highlights from employee events, and spotlights P.R.I.D.E.

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Committee activities. It is available in the Form Centers, Loss Prevention, Uniforms, Broadmoor Café and the Human Resources Public Folder.

“I Make it Better” Hotline

This 24-hour hotline is available for you to share any comments, questions, concerns or suggestions regarding the Hotel. By dialing IMIB (ext. 4642) from any house phone, you will be connected to a voicemail message, which instructs you to leave your comments. This is checked regularly and an employee can usually expect a response within two weeks.

Due to the serious nature of harassment, discrimination and retaliation, employees must voice your concerns or complaints about such behavior to the individuals listed in the No Harassment Policy in this Guidebook.

Departmental Meetings

Departmental meetings will be held on a regular basis. This is an opportunity for you to address any concerns that you may have about policies, receive updated information and offer suggestions for the Department and the Hotel. All employees must attend their departmental meeting. Failure to attend a mandatory meeting will result in disciplinary action. Please consider these meetings as part of your schedule and paid work time. Arrive promptly and dress appropriately.

Employee Open Forum

Each month, a group of randomly selected employees will be invited to share ideas and opinions with an Executive Committee. This is an open forum where the selected employees are able to ask questions and share information in an informal setting.

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Bulletin Boards

Announcements of upcoming events, changes in policies, “all employee” memos, educational opportunities and other business information of interest are posted on bulletin boards throughout the Hotel. In addition, open positions are posted on the bulletin board located near the employee entrance to the Main Building. Make it a habit to read the bulletin boards daily. Please be aware that you may not post any information on these bulletin boards.

R.S.V.P. Hotline

You have many opportunities for learning at The Broadmoor. Course catalogs can be found in all Form Centers and contain information on classes offered. By dialing R.S.V.P. (ext. 7787) from any house phone, you will be connected to a voicemail box on which you leave your name, department, name and date of class you would like to attend.

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V.V.V. BENEFITS

The Broadmoor strives to offer its employees competitive and attractive benefits. Many of these benefits are available to you immediately upon your first day of employment. Some benefits are also available to your immediate family. Immediate family is defined as househohouseholdhouseho ld members, including your spouse and dependent children age 18 and under.

Broadmoor Café

Our employee café is located in the Main Hotel. Breakfast, lunch, and dinner are always available. The café is for the use of currently employed staff members only. Your employee name badge or I.D. card will provide identification for admittance.

Appropriate attire (see grooming standards) must be worn if utilizing the employee café on your days off. Persons wearing inappropriate clothing or clothing in disrepair, offensive T-shirts, short shorts, halter tops or tank tops will not be served.

Employees of the hotel are permitted ONE free meal on their birthday. Your employee name badge or I.D. card will be required. Note: If you are scheduled off on your birthday, you may have the ONEONE free meal within five days of your birth date.

Restaurant Discounts

Employees receive a discount based on years of service, at our many restaurant and lounges (except Espresso News). You must request a Restaurant Use Pass in advance from your Department Head (see Policies and Procedures) and present it to your server to receive your discount. Remember to base and pay your gratuity on the total before the discount. The discounts are as follows:

1-5 years = 10%, 5-10 years = 20%, and over 10 years = 50% 104

Discounts on Purchases

Employees receive a 30% discount at Broadmoor owned and operated retail shops with the exception of Espresso News (no discount). You will be required to present your Broadmoor I.D. to receive your discount. In addition, you will receive a 30% discount on sale items with the exception of those items marked down 50% or more. Additional discounts may be available. Ask your Department Head about these.

Laundry and Dry Cleaning Discount

The Broadmoor Laundry and Dry Cleaners offers employees a 20% discount on laundry and dry cleaning services. You must present your Broadmoor I.D. card to receive your discount. (Hotel uniforms are cleaned free of charge- see “Uniforms” under Policies and Procedures).

Movie Passes

Free admission to movies is granted to current employees and their immediate families only. Admission may be obtained by presenting your Broadmoor I.D. card to the cashier at the theater. An eligible employee must be present.

You must wear appropriate attire. Admittance will be denied to persons wearing inappropriate clothing or clothing in disrepair, offensive T-shirts, short shorts, tank or halter tops, or Hotel uniforms. Please refer to the Grooming Standards for further explanation.

Spa Discount

The Spa at The Broadmoor currently offers a 30% discount to employees on all merchandise in the Spa and Salon. The Spa wishes to extend to all employees limited access to Spa services at reasonable prices, subject to strict conditions and changes or cancellations without notice. (See Employee Spa Menu for booking an appointment, spa employee pricing and gratuity.) The discount does not include use of the Fitness Center. Appointments booked for employees are subject to availability and the 105 employee appointment may be moved to accommodate a guest if demand requires. Reservations must be made no more than 24- hours in advance and appointments are considered Monday through Thursday only. Reservations must be made by contacting 719-492-0402, through the Spa Director or Manager on duty onlyonlyonly.only The discount does not include gift certificates and is for the employee onlyonly. Employees may contact the Spa for additional information.

Other Current Discounts

All discounts are subject to change or cancellation without notice. Present your Broadmoor employee I.D. card when requesting any of the active discounts. A complete up-to-date list of benefits can be obtained in Outlook/Public Folders/Human Resources + drop down/Employee Benefits/On and Off Property Discounts, or from your Manager/Department Head. Please contact the Benefits office at ext. 5180 for more details.

Employee Resource Library

The Resource Library is located in Human Resources and provides a variety of books, magazines, and DVD’s for employees to check out. Topics include hospitality-related subjects, supervisory development, and personal development to name a few. You may check out resources to review and study on your own.

The library also has computers available for employee use. These may be used to check personal e-mail and only offers internet access. If an employee is found to have accessed inappropriate web sites (any content of a sexual, violent, or otherwise inappropriate nature) or used the computers in any way that is contrary to company policy, appropriate disciplinary action will be take up to and including termination. Employees are required to signsign----inin and out in the Human Resources Office when using the library computerscomputers. You may access Employee Self Service at URL ess.Broadmoor.com

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Employee Access Automated Teller Machine (ATM)

As a convenience to employees, an employee only access ATM is available for use 24-hours a day, seven days a week. The ATM is located in the employee Café.

Employees pay a $1.50 service fee per transaction (all fees are subject to change without notice); in addition to any fees your financial institution may charge. This is a cash-dispensing machine only.

Employee Fitness

In keeping with The Broadmoor Hotel’s commitment to employee health and wellness, we offer all employees membership at 24 Hour Fitness at substantially reduced rates. This benefit provides employees with access to state-of-the-art fitness and exercise equipment, free weights, pool, whirlpool and sauna facilities, locker room facilities, and group exercise classes. Wellness and fitness education, personalized fitness instruction, and even day care is also available to employees who take advantage of this benefit. To enroll visit your local club.

Employee Assistance Program (EAP) – Centura Health Profile EAP

The Employee Assistance Program (EAP) provides professional assessment, initial counseling and referral service for personal difficulties. The Broadmoor covers the cost for an initial assessment and two additional sessions per issue; frequently, difficulties are resolved during these initial free assessment sessions.

This program is available to all employees, their spouses and dependent children. This program is confidential and available 24- hours per day. EAP service is available to employees for 30 days after termination at no cost.

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Services include:

• Relationship issues • Family difficulties • Grief • Stress, depression, and anxiety • Substance abuse • Workplace difficulties • Work/life benefits

Brochures providing more detailed information on Profile EAP are located in the Form Center, through Human Resources, from your Manager, or employees can call: (719) 634-1825 or (800) 645-6571. 24/7 crisis services available: Website – www.ProfileEAP.org – username: Broadmoor password: 1520

Hotel Chaplain/Counselor

The Broadmoor’s Chaplain, who oversees the services at the Broadmoor’s Pauline Chapel, is available to assist and meet with employees who would like to meet with someone for counsel or spiritual direction. The Chaplain can be reached at 719-634- 8052.

Tuition Reimbursement Policy

Who is eligible?

Any full-time or part-time employee who has completed six months of continuous service and has received pre-approval for degree plan/classes that relate directly to the employee’s current position and/or the hospitality industry.

What is the procedure?

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• Complete a tuition reimbursement form prior to registering for the course. (Forms are available in Human Resources Public Folder or Forms Centers). • Obtain your Department Manager’s approval. • Return the signed form to the Human Resources office for the Senior Training Manager’s approval. After completion of the class, turn in your grade and tuition receipt to the Training Office for reimbursement.

What is covered by Tuition Reimbursement?

Tuition costs only. The Broadmoor Hotel will not pay for application or student fees, books and/or class materials.

How much am I eligible to receive?

• Upon completion of the course, you are eligible for reimbursement as follows:

100 % For an “A” or equivalent

75% For a “B” or equivalent 50% For a “C” or equivalent

• Pass/Fail classes will be reimbursed at 75% for a “Pass” grade. • Reimbursement will not be made for any grade below a “C” or the equivalent at the time of completion. • Reimbursement amount limits are as follows:

Length of Service Amount 6 months up to 2 years $1,000/year 2 years up to 5 years $2,500/year 5 years up to 10 years $4,000/year 10+ years $5,000/year If you leave The Broadmoor Hotel within six months of receiving reimbursement, you may be required to repay any amounts paid to you under this policy. The amounts owed may be deducted from your final paycheck.

• All degree plans and classes are subject to final approval by the Human Resources Department based on subject matter, class 109

content, instructional institution and the class content in relation to your current position within the Hotel.

Scholarship

The Broadmoor may annually award scholarships ranging from $500 to $2,000 to full-time, part-time, and seasonal (employed at least two consecutive seasons) employees who have completed at least six months of continuous service and have plans for continued employment at The Broadmoor. Scholarship recipients must be enrolled in an accredited college or university in Colorado, and must be seeking a degree in Hospitality, Business, or a related field.

Vacation

Each full-time employee who has completed six consecutive months of service is eligible to earn vacation. Reminder: If you transfer from a FT position to a PT, Seasonal, or OnOn----callcall position, you will have six months to use your credited vacation time only before you will lose it. Use an “Employee Time Off Request” Form to request vacation. Unused Personal and Sick Days are not eligible to be extended.

Other Requirements:

• Vacation time cannot be accumulated. Vacation time is earned and credited upon the completion of six consecutive months and upon your anniversary date each year and must be taken during the following anniversary year. If it is not taken, it will notnotnot be carried over into the next year and it will be lost.lost. • Vacation time must be requested in advance, and will be approved on a case by case basis. • Accrued vacation time will be paid out in full upon separation, except in cases of gross misconduct, as determined by The Broadmoor. • Due to peak occupancy periods from April through September, vacations may not be approved during this time. o Vacation is granted for rest and/or relaxation; therefore, you may not receive vacation pay in lieu of time off. 110

o Vacation pay will be paid out to you on the next regularly scheduled pay day following your vacation. o Vacation pay will not be paid in advance. o To be eligible for vacation pay you must submit a Time Off Request form for approval by your Manager and/or Department Head. If you are unable to work your last scheduled shift before an approved vacation or personal day or the first scheduled shift after an approved vacation or personal day due to an illness, you must present a doctor’s note prior to your return.

Vacation Time is Credited PPerer the Table Below

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6 full-time months 40 hours

1 full-time year Additional 40 hours

2 – 4 full-time years 80 hours

5 – 9 full-time years 120 hours

10 full-time years or more 160 hours

Holidays

All full-time employees who have completed 12 consecutive months of full time service are entitled to receive three paid holidays per year. The three recognized holidays are: • Thanksgiving Day • Christmas Day • New Year’s Day

Eligible employees will be paid for eight hours of holiday pay on the recognized holiday. If an employee is scheduled to work on the recognized holiday, they will be paid for actual hours worked in addition to the eight hours of holiday pay. 111

To be eligible for holiday pay, you work your last schedule shift before the holiday and the first scheduled shift after the holiday, unless you are on an authorized leave.

Personal Days

All full-time employees who have completed 12 months of consecutive service are eligible to take four personal days per anniversary year. Personal days can be used as needed and must be taken within the anniversary year. Personal days cannot be accumulated or rolled over into the next anniversary year. Unused personal days will not be paid out upon resignation or termination from the Hotel. All personal days require prior approval from your Department Manager.

Paid Sick Leave

Paid sick leave is available for employees who are, in fact, ill and unable to work. Paid sick leave cannot be converted into vacation leave and is not payable upon termination. Paid sick leave is for an employee’s own illness and not for family members, unless used under an approved FMLA Leave of Absence. The Hotel reserves the right to require a doctor’s certification of your illness.

Each full-time employee accumulates two hours of paid sick leave every pay period and is charged for sick leave taken. Paid sick leave is not available for use until completion of the first six months of full-time employment.

No employee may accumulate more than 15 days (or 120 hours) of paid sick leave. Paid sick leave taken the last scheduled day prior or the first scheduled day back from vacation, personal day, or holiday time requires a doctor’s note. Failure to provide a doctor’s note in this circumstance may result in a loss of paid time benefit and will result in disciplinary action up to and including termination.

Sick leave days are not paid out upon resignation or termination from the Hotel. 112

Paid Time Off Note

“Tipped employees” (those employees for whom the Broadmoor takes a tip credit) will be paid vacation, sick and personal time at the current minimum wage rate.

Election Day

The Broadmoor encourages employees to exercise their right to vote. If you are unable to get to your polling location during regular polling hours because you are scheduled to work, the Hotel will provide up to two hours for you to vote. Arrangements must be made with the Department Manager or Supervisor in advance to determine an appropriate time.

Leaves of Absence

Should you require a leave of absence from your job, contact the Risk Manager in person in Human Resources to determine your eligibility to take leave and to obtain more information about the leave process. All leaves of absence will be granted as required by law.

Personal Leaves of Absence

Personal leaves are not granted frequently, as the nature of our business will not permit them. You may apply for a personal leave of absence in person through Human Resources.

• Personal leaves are granted on a case by case basis, and must be approved by Human Resources, your Department Managers, and if the leave is for longer than two weeks, require approval from an Executive Committee member.

• Personal leaves may be granted, and if granted, only after vacation and personal time have been exhausted. If you receive permission for a personal leave, you must fill out a Leave of 113

Absence (LOA) Request Form and contact the Risk Manager to arrange to continue payments for your medical and dental insurance. Vacation, sick and personal days will not accumulate or accrue while on a leave of absence. Holiday pay will only be paid if the employee has returned from their LOA.

• All Hotel property must be returned before the leave commences.

• The employee will receive a date of hire adjustment upon their return from Personal Leave.

• When you return from a personal leave of absence, the Hotel will attempt to return you to the position that you left.

• If that position is no longer available, you will be considered for any open positions for which you are qualified. If no positions are available, you will be terminated.

• Failure to report to work as scheduled following a leave of absence can result in dismissal.

• Medical and Dental CoverageCoverage: You may continue participation in your elected medical, dental and vision coverage by paying the employee portion of premiums for group medical, dental and vision insurance. Premiums must be paid in advance of the leave by the employee. If you do not return from your leave and have not paid your group medical, dental and vision insurance, you will be billed for the premiums owed to the hotel and by law you will be extended the opportunity to continue coverage for a limited time by paying 102% of the total coverage cost through COBRA regulations.

Family and Medical Leave Act Policy

The Family and Medical Leave Act employees the opportunity to take job- protected leave for certain specified reasons (Refer to section on Use of Accrued Paid Leave). The maximum amount of leave an employee may use is either 12 or 26 weeks, depending on the approved leave, within a 12-month period depending on the reasons for the leave.

Employee Eligibility: To be eligible for FMLA leave, you must: 114

1. Have worked at least 12 months for the Hotel in the preceding seven years (limited exceptions apply to the seven-year requirement);

2. Have worked at least 1,250 hours for the Hotel over the preceding 12 months; and

3. Currently work at a location where there are at least 50 employees within 75 miles.

Conditions Triggering Leave: FMLA leave may be taken for the following reasons:

1. Birth of a child, or to take care for a newly-born child (up to 12 weeks);

2. Placement of a child with the employee for adoption or foster care (up to 12 weeks);

3. To care for an immediate family member (employee’s spouse, child, or parent, with a serious health condition (up to 12 weeks);

4. Because of the employee’s serious health condition that makes the employee unable to perform the employee’s job (up to 12 weeks);

5. To care for a Covered Service member with a serious injury or illness related to certain types of military service (up to 26 weeks) (see Military Related FMLA for more details); or

6. To handle certain qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter, or parent is on duty under a call or order to active duty in the Uniformed Service (up to 12 weeks) (see Military-Related FMLA Leave for more details).

The maximum amount of leave that may be taken in a 12-month period for all reasons combined is 12 weeks, with one exemption. For leave to care for a Covered Service Member, the maximum combined leave

115 entitlement is 26 weeks, with leaves for all other reasons constituting no more than 12 of those 26 weeks.

Definitions: A “Serious Health Condition” is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement includes an incapacity of more than three full calendar days and two visits to a health care provider or one visit to a health care provider and a continuing regimen of care; an incapacity caused by pregnancy or prenatal visits, a chronic condition, or permanent or long-term conditions; or absences due to multiple treatments. Other situations may meet the definition of continuing treatment.

A “Covered Service member” is a member or veteran of the Armed Forces, including the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. The term “serious injury or illness” means an injury or illness incurred by the member in the line of duty while on active duty in the Armed Forces that may render the member rank, or rating, or one the existed before the beginning of active duty. With regard to veterans, the injury or illness may manifest itself before or after the individual assumed veteran status.

“Qualifying exigencies” include activities such as short-notice deployment, military events, arranging alternative childcare, making financial and legal arrangements related to the deployment, rest and recuperation, counseling, and post-deployment debriefings.

Identifying the 1212----MonthMonth Period: The Hotel measures the 12- month period in which leave is taken by the “rolling” 12-month method, measured backward from the date of any FMLA leave with one exception. For leave to care for a Covered Service member, the Hotel calculated the 12-month period beginning on the first day the eligible employee takes FMLA leave to care for a Covered Service member and ends 12 months after that date. FMLA leave for the birth or placement of 116 a child for adoption or foster care must be concluded within 12 months of the birth or placement.

Using Leave: Eligible employees may take FMLA leave in a single block of time, intermittently (in separate blocks of time), or by reducing the normal work schedule when medically necessary for the serious health condition of the employee or immediate family member, or in the case of a Covered Service Member, his or her injury or illness. Eligible employees may also take intermittent or reduced-scheduled leave for military qualifying exigencies. Intermittent leave is not permitted for birth of a child, to care for a newly-born child or for placement of a child for adoption or foster care. Employees who require intermittent or reduced- schedule leave must try to schedule their leave so that it will not unduly disrupt the Hotel’s operations.

Paid Time Off ––– Vacation, Sick, Personal and Holiday: The company requires you to use accrued paid leave (such as sick leave, vacation, or PTO), concurrently with your FMLA leave. For employee FMLA Leave of Absence, available sick time must be taken first, then vacation and then personal time must be used. For FMLA Family or Military Caregiver or Exigency Leave of Absence, available vacation time must be taken first, and then personal and then sick time must be used. In order to substitute paid leave for FMLA leave, an eligible employee must comply with the Hotel’s normal procedures for the applicable paid-leave policy (e.g. call-in procedures, advance notice, etc.). An employee may receive Holiday pay while on an approved FMLA leave if the holiday falls within the first 30 day waiting period for Short Term Disability benefits. Upon approval and payment of Disability benefits, Holiday pay will not be paid by the hotel unless the employee has returned from FMLA leave.

Maintenance of Health Benefits: If you and/or your family participate in our group health plan, the Hotel will maintain coverage during your FMLA leave on the same terms as if you had continued to work. You must make arrangements to pay your share of health plan premiums while on leave, when you have exhausted your paid time off and are no longer receiving a paycheck. The Hotel may recover premiums it paid to maintain health coverage or other benefits for you and your family. Use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of your leave.

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Notice and Medical Certification:

When seeking FMLA leave, you are required to provide:

1. Sufficient information for us to determine if the requested leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that you are unable to perform job functions, a family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstance supporting the need for military family leave. You must also inform the Hotel if the requested leave is for a reason for which FMLA leave was previously taken or certified.

If the need for leave if foreseeable, this information must be provided 30 days in advance of the anticipated beginning date of the leave. If the need for leave is not foreseeable, this information must be provided as soon as is practicable and in compliance with the Hotel’s normal call-in procedures, absent unusual circumstances.

2. Medical certification supporting the need for leave due to a serious health condition affecting you or an immediate family member within 15 calendar days of the Hotel’s request to provide the certification (additional time may be permitted in some circumstances). If you fail to do so, we may delay the commencement of your leave, withdraw any designation of FMLA leave or deny the leave, in which case your leave of absence would be treated in accordance with our standard leave of absence and attendance policies, subjecting you to discipline up to and including termination. Second or third medical opinions and periodic re-certifications may also be required.

3. Periodic reports as deemed appropriate during the leave regarding your status and intent to return to work; and Medical certification of fitness for duty before returning to work, if the leave was due to your serious health condition. The Hotel will require this certification to address whether you can perform the essential functions of your position.

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Failure to comply with the foregoing requirements may result in delay or denial of leave, or disciplinary action, up to and including termination.

Employer Responsibilities: To the extent required by law, the Company will inform employees whether they are eligible under FMLA. Should an employee be eligible for FMLA leave, the Hotel will provide him or her with a notice that specifies any additional information required as well as the employee’s rights and responsibilities. If employees are not eligible, the Hotel will provide a reason for the ineligibility. The Hotel will also inform employees if leave will be designated as FMLA-protected and, to the extent possible, note the amount of leave counted against the employee’s leave entitlement. If the Hotel determines that the leave is not FMLA-protected, the Hotel will notify the employee.

Job Restoration: Upon returning from FMLA leave, eligible employees will typically be restored to their original job or to an equivalent job with equivalent pay, benefits, and other employment terms and conditions.

Failure to Return after FMLA Leave: Any employee who fails to return to work as scheduled after FMLA leave or exceeds the 12-week FMLA entitlement (or in the case of military caregiver leave, the 26-week FMLA entitlement), will be subject to the Hotel’s standard leave of absence and attendance policies. This may result in termination if you have no other Hotel-provided leave available to you that applies to your continued absence. Likewise, following the conclusion of you FMLA leave, the Hotel’s obligation to maintain your group health plan benefits ends (subject to any applicable COBRA rights).

Other Employment: The Hotel generally prohibits employees from holding other employment while on FMLA that is inconsistent with the employee’s need for FMLA leave. This policy remains in force during all leaves of absence including FMLA leave and may result in disciplinary action, up to and including immediate termination of employment.

Fraud: Providing false or misleading information or omitting material information in connection with an FMLA leave will result in disciplinary action, up to and including termination.

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Limited Nature of this Policy: This policy should not be construed to confer any express or implied contractual relationship or rights to any employee not expressly provided for by FMLA. The Hotel reserves the right to modify this or any other policy as necessary, in its sole discretion to the extent permitted by law. State or local leave laws may also apply.

Military Related FMLA Leave

FMLA leave may also be available to eligible employees in connection with certain service-related medical and non-medical needs of family members. There are two forms of such leave. The first is Military Caregiver Leave, and the second is Qualifying Exigency Leave. Each of these leaves is detailed below.

Military Caregiver Leave

Unpaid Military Caregiver Leave is designed to allow eligible employees to care for certain family members who have sustained serious injuries or illnesses in the line of duty while on active duty. The family member must be a “Covered Service Member,” which means: (1) a current member or veteran of the Armed Forces, National Guard or Reserves, (2) who is undergoing medical treatment, recuperation, or therapy, or in the case of a veteran, who was a current member of the Armed Forces, National Guard or Reserves within five years prior to the treatment for which an eligible employee request leave; is otherwise in outpatient statues, or is otherwise on the temporary disability retired list, (3) for a serious injury or illness that may render a current member medically unfit to perform the duties of the member’s office, grade, rank, or rating. Military Caregiver Leave is not available to care for Service Members on the permanent disability retired list.

To be “eligible” for Military Caregiver Leave, the employee must be a spouse, son, daughter, parent, or next kin of the Covered Service Member. “Next of kin” means the nearest blood relative of the Service Member, other than the Service Member’s spouse, parent, son, or daughter, in the following order of priority: blood relatives who have 120 been granted legal custody of the Service Member by court decree or statutory provisions; brothers and sisters; grandparents; aunts and uncles; and first cousin; unless the Service Member has specifically designated in writing another blood relative as his or her nearest blood relative for purposes of Military Caregiver Leave. The employee must also meet all other eligibility standards as set forth within the FMLA Leave policy.

An eligible employee may take up to 26 work weeks of Military Caregiver Leave to care for a Covered Service Member in a “single 12-month period.” The “single 12-month period” begins on the first day leave is taken to care for a Covered Service Member and ends 12 months thereafter, regardless of the method used to determine leave availability for other FMLA-qualifying reasons. If an employee does not exhaust his or her 26 workweeks of Military Caregiver Leave during this “single 12- month period,” the remainder is forfeited.

Military Caregiver Leave applies on a per-injury basis for each Service Member. Consequently, an eligible employee may take separate periods of caregiver leave for each and every Covered Service Member, and/or for each and every serious injury or illness of the same Covered Service Member. A total of no more than 26 workweeks of Military Caregiver Leave, however, may be taken within any single 12-month period.”

Within the “single 12-month period” described above, an eligible employee may take a combined total of 26 weeks of FMLA leave including up to 12 weeks of leave for any other FMLA- qualifying reason (i.e. birth or adoption of a child, serious health condition of the employee or close family member, or a qualifying exigency). For example, during the “single 12-month period,” an eligible employee may take up to 16 weeks of FMLA leave to care for a Covered Service Member when combined with up to ten weeks of FMLA leave to care for a newborn child.

An employee seeking Military Caregiver Leave may be required to provide appropriate certification from the employee and/or Covered Service Member and completed by an authorized health care provider within 15 days. Military Caregiver Leave is subject to the other provisions in our FMLA Leave Policy (requirements regarding employee eligibility,

121 appropriate notice of the need for leave, use of accrued paid leave, etc.). Military Caregiver Leave will be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be constructed to be inconsistent with those regulations.

Qualifying Exigency Leave

Eligible employees may take unpaid “Qualifying Exigency Leave” to tend to certain “exigencies” arising out of the duty under a call or order to active duty of a “covered military member” (i.e. the employee’s spouse, son, daughter, or parent”. Up to 12 weeks of Qualifying Exigency Leave is available in any 12-month period, as measured by the same method that governs measurement of other forms of FMLA leave within the FMLA policy (with the exception of Military Caregiver Leave, which is subject to a maximum of 26 weeks of leave in a “single 12-month period”). Although Qualifying Exigency Leave may be combined with leave for other FMLA-qualifying reasons, under no circumstances may the combined total exceed 12 weeks in any 12-month period (with the exception of Military Caregiver Leave as set forth above). The employee must meet all other eligibility standards as set forth within the FMLA policy.

Persons who can be ordered to active duty include active and retired members of the Regular Armed Forces, certain members of the retired Reserve, and various other Reserve members including the Ready Reserve, the Selected Reserve, the Individual Ready Reserve, the National Guard, state military, Army Reserve, Navy Reserve, Marine Corps Reserve, Air National Guard, Air Force Reserve, and Coast Guard Reserve.

A call to active duty refers to a federal call to active duty, and state calls to active duty are not covered unless under order of the President of the United States pursuant to certain laws.

Qualifying Exigency Leave is available under the following circumstances:

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1. ShortShort----noticenotice deploymentdeployment. To address any issue that arises out of short notice (within seven days or less) of an impending call or order to active duty.

2. Military events and related activitiesactivities. To attend any official military ceremony, program, or event related to active duty or a call to active duty status or to attend certain family support assistance programs and informational briefings.

3. Childcare and school activitiesactivities. To arrange for alternative childcare; to provide childcare on an urgent, immediate need basis; to enroll in or transfer to a new school or daycare facility; or to attend meetings with staff at a school or daycare facility.

4. Financial or legal arrangementarrangement. To make or update various financial or legal arrangements; or to act as the covered military member’s representative before a federal, state, or local agency in connection with service benefits.

5. CounselingCounseling. To attend counseling (by someone other than a health care provider) for the employee, the covered military member, or for a child or dependent when necessary as a result of duty under a call or order to active duty.

6. Temporary rest and recuperationrecuperation. To spend time with a covered military member who is on short-term, temporary rest and recuperation leave during the period of deployment. Eligible employees may take up to five days of leave for each instance of rest and recuperation.

7. PostPostPost-Post ---deploymentdeployment activitiesactivities. To attend arrival ceremonies, reintegration briefings and events, and any other official ceremony or program sponsored by the military for a period of up to 90 days following termination of the covered military member’s active duty status. This also encompasses leave to address issues that arise from the death of a covered military member while on active duty status.

8. Mutually agreed leaveleave. Other events that arise from the close family member’s duty under a call or order to active duty, provided that the company and the employee agree that such leave shall qualify as an exigency and agree to both the timing 123

and duration of such leave.

An employee seeking Qualifying Exigency Leave may be required to submit appropriate supporting documentation in the form of a copy of the covered military member’s active duty orders or other military documentation indicating the appropriate military status and the dates of active duty status, along with a statement setting forth the nature and details of the specific exigency, the amount of leave needed and the employee’s relationship to the military member, within 15 days. Qualifying Exigency Leave will be governed by, and handled in accordance with, the FMLA and applicable regulations, and nothing within this policy should be construed to be inconsistent with those regulations.

Jury Duty Leave

An employee may take leave to serve as a member of a jury and will receive regular pay during this time (beginning on the very first day of jury duty) and for a period of up to two weeks. You must provide written notice from the courts to your Supervisor prior to taking leave for jury duty. You must report back to work if not serving on a jury.

Leave for Crime Victims

The Broadmoor complies with its obligations under state law to provide time off from work for employees who require leave because he or she is the victim of domestic abuse, the victim of stalking, the victim of sexual assault, or other crimes of domestic abuse. If you need time off under these circumstances, please contact the Human Resources Department.

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Bereavement Leave

Full-time employees who have completed six months of employment will be granted up to three days of leave with pay, for the death of any of the following family members: mother, father, stepstep----mother,mother, stepstep----father,father, spouse, child, brother, sister, mothermother---- ininin- in ---law,law, fatherfather----inininin----law,law, grandchild, grandmother or grandfathergrandfather. You must notify your Supervisor in order to receive this leave. Documentation may be required.

Military Leave

The Company allows employees who require time off from work to fulfill military duties to meet those commitments. Military Leave is granted without pay. Please provide a copy of your duty orders to your supervisor as soon as possible. Advise your Supervisor and fill out the appropriate paperwork at least 30 days prior so arrangements can be made to cover your absence. You will be re-employed in accordance with the law. Other military leave and/or veterans benefits will be granted as required by law.

Insurance Benefits

Various insurance benefits are available to full-time employees after they have completed the necessary waiting period. You will be notified when you become eligible to enroll in these programs and you will be invited to attend a mandatory Benefits Orientation. You can choose a plan which best meets the needs of you and your family.

For certain types of insurance coverage, you must enroll during the month in which you first become eligible. If you do not enroll at that time, then you must wait until the annual Open Enrollment period each year to apply for coverage. Contact the Benefits office in Human Resources if you have any questions concerning your insurance.

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401(k) Retirement Savings Plan

The Broadmoor’s 401(k) Retirement Savings Plan offers eligible employees a tax-favored retirement plan. It allows you to save for retirement with tax-deferred dollars. In addition, The Broadmoor will match $0.50 to every dollar that the employee contributes up to the first 6% of deferred compensation.

To be eligible, you must be full time or part time, have completed one year of service, and be 21 years of age or older.

New hires may rollover funds from another qualified employer plan or IRA immediately upon hire; however, you will not be allowed to make contributions to the plan until the eligibility requirements stated above have been met.

Newly-eligible employees will be auto-enrolled upon the passage of their one year anniversary. Deferral percentage defaults to 3% per pay period (which the company will match at 50% up to the first 6%) and all monies are deposited by default into a Fidelity Freedom Fund based on date of birth and projected date of retirement.

If a newly-eligible employee desires to opt out of an auto-enrollment in the 401(k) Retirement Savings Plan, you must do so during the month in which you first become eligible by changing your deferral percentage to zero.

Automatic Increase Program – Employees hired March 1, 2015 or later:

• Automatically increases your contribution each year in 1% increments up to a maximum of 6%. You may elect to opt out of this program by contacting Fidelity Investments.

Rehires:

• If you were previously contributing or eligible in The Broadmoor’s 401(k) plan, the plan requires you to contact Fidelity Investments to reestablish your elected deferral percentage.

Once enrolled, plan participants may make changes to their deferral percentage, investment allocations, or other account activities as detailed

126 in the plan documents. You may obtain additional information from the Benefits office or by calling Fidelity Investments at 1-800-835-5095.

Bridge of Service Policy

Under certain circumstances, an employee who has previously worked for The Broadmoor and returns to work may receive credit for pervious service years. An employee returning to The Broadmoor Hotel after a break in service is eligible for a bridge of service if all the following conditions are met:

• You must remain re-employed with The Broadmoor Hotel for one year before service will be bridged.

• No credit for prior service will be given if the time worked during prior service is less than the break in service.

• If there is more than one break in service due to a status change or a separation of employment, an adjustment will only be made for the most recent period, even if a prior break in service was previously bridged.

• If returning to employment within 30 days of separation you will receive full service credit upon rehire. You are subject to waiting periods or medical, dental, and paid time off accruals.

• Only service years involving full time service will be taken into consideration when bridging service.

• Only completed years of service will be taken into consideration when bridging service years.

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VI.VI.VI. HEALTH AND SASAFETYFETY

Mission Statement

“Dedicated to providing a comprehensive health and safety program, resulting in accident and injury prevention through work safety awareness and understanding.”

Providing for the health, safety, and security of our guests and employees is one of the top priorities at The Broadmoor Hotel. Certain operations of a large hotel may involve potential work hazards. Where appropriate, your Supervisor will inform you of the protective equipment and safety precautions necessary to protect you from harm. Each employee must follow all safety rules and regulations. Failure to follow your department’s safety rules may reduce your worker’s compensation benefits by 50% and disciplinary action may result.

The following information will assist you in maintaining a safe and healthy work environment while employed at The Broadmoor Hotel.

Safety and Security

Safety and security is every employee’s responsibility at The Broadmoor Hotel; however, the ONLY person who can keep you safe on a day-to- day basis is YOU.

Perform your work with due caution and care. Always use good common sense. Proper training and preventive practices will minimize the possibility of injury or loss. Be alert and safety conscious to avoid accidents.

Employees are expected to cooperate fully with both Loss Prevention and Risk Management offices. The safety and security of both Broadmoor employees as well as our guests is of utmost importance.

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Witness to Acts of Vandalism, Theft or Fire Incidents

If you see someone vandalizing, stealing or setting fire to Hotel or personal property, call Loss Prevention’s Emergency Number (ext. 5100), Risk Manager (ext. 5895), or the Director of Human Resources (ext. 5846).

You may be eligible to receive up to a $500 reward if you provide information that proves that an individual has participated in acts of vandalism, theft or arson.

Reporting Unsafe Conditions and Hazards

You should constantly be alert and on the lookout for potential safety hazards. If you come across an unsafe condition or hazard anywhere in the Hotel that falls within your ability to control (in other words, you can correct it yourself), please take the initiative and do so. This is for your own safety as well as that of fellow employees and/or guests of the Hotel.

If you notice or observe an unsafe act or condition but cannot easily or safely correct the hazard, then immediately report the problem to your Department Manager, Supervisor, Loss Prevention, and/or the Risk Management Office in Human Resources.

If immediate maintenance or repair is required, then contact Engineering using the FIXX line (ext. 3499). Be specific about location or type of maintenance work to be done.

If the problem does not require immediate attention, then complete a Broadmoor Engineering Maintenance Request form, found near all employee time clocks. If it is a safety concern, note that on the form. Turn the completed form in to your Department Manager, Supervisor, or directly to Engineering.

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Emergency Procedures

In the event of an emergency, call Loss Prevention’s emergency number, ext. 5100, or dial 911 immediately.

Fire Safety

If you discover or observe a fire, call Loss Prevention’s emergency number at ext. 5100 immediately.

• Remain calm- give your name, location and details of the fire. • Alert anyone in the immediate area. • Set off an alarm if possible.

You should familiarize yourself with the location and operation of all fire extinguishers in your respective work area.

Hazard Communication/Right-to-Know Program

Your Supervisor can review The Broadmoor’s written Hazard Communication Right-to- Know program with you. Your Supervisor will also instruct you in proper labeling of chemicals, Safety Data Sheet (SDS) locations, and other employee safety information and training.

Any questions concerning your department’s Hazard Communication Right-to-Know program should be directed to either your Supervisor or the Risk Management office in Human Resources.

Bloodborne Pathogens

In the course of your duties as an employee, you may encounter a situation in which blood or bodily fluids are present. Potential exposure risks include hypodermic needles, soiled linens, broken glass, contamination instruments, first-aid treatment, clean up after an illness, and other potential sources of occupational exposure. 130

Although the risk is slight, it is possible that certain occupations may pose an increased chance of contact with and/or potential exposure to materials soiled or contaminated with blood or other bodily fluids.

Employees in occupations where there is an increased chance of exposure will receive Bloodborne Pathogen training and will be offered the Hepatitis B vaccine.

Immediately report any situation involving exposure to blood or bodily fluids to your Department Manager, Supervisor, Loss Prevention, the Assistant Manager, and/or the Risk Management office so that proper action can be taken by specially trained and equipped employees.

Personal Protective Equipment

Some positions at The Broadmoor may require you to wear personal protective equipment for your safety. Your Supervisor will train you in the use and maintenance of the equipment.

Proper use of personal protective equipment is a key to preventing injuries and illness at work in the event of an accident.

Failure to use personal protective equipment may jeoopardizepardize your worker’s compensation benefits and disciplinary action may result.

Lock-Out / Tag-Out

Locking out to a “Zero Energy State” is a planned approach for service and maintenance safety. It takes into account the total energy of a system and eliminates the possibility of sudden or unexpected release of that energy during such service or maintenance functions.

The purpose of the lock-out/tag-out policy is to prevent personal injury and property damage due to the accidental energizing or startup of machinery, equipment and/or process systems under repair or on which maintenance is being performed. 131

It is the responsibility of the employees trained and authorized in lock- out/tag-out procedures to perform these tasks in a manner that would protect them and all other employees working in and/or around the area from potential injury.

Quarterly Safety Meeting

The Risk Manager conducts a quarterly review of all claims. This is held at a Department Head meeting.

Hotel Vehicle Operation

Some positions at The Broadmoor Hotel may require you to operate a motorized vehicle.

1. You must have a valid Colorado driver’s license for the type of vehicle you are operating.

2. Ignition keys shall be removed and doors locked when vehicle is left unattended.

3. You are responsible for paying all penalties or fines for traffic violations incurred while driving Hotel owned vehicles.

4. You and any authorized passenger must wear seat belts at all times.

5. Only authorized personnel are permitted to drive or ride in Hotel owned vehicles.

6. In the event of a vehicle accident and/or incident which results in injury or property damage of any kind, you must immediately notify your Supervisor and Loss Prevention.

7. Only vehicles that are properly licensed may be driven on public streets.

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8. No smoking, eating, or drinking is permitted in company vehicles, including golf carts.

9. You must notify your Supervisor immediately if you are charged with any citations or if there is any change in the status of your license.

10. At company discretion, employees regularly assigned to driving positions will be subject to periodic checks of their driving record.

For further information, please contact your Supervisor and/or refer to the current policy on the safe operation of motorized vehicles.

Distracted Driving

The Broadmoor is committed to establishing and following practices that provide for the safety and well-being of all employees. With the fact that everyone is more connected than ever before and information flows constantly, distracted driving has become a primary cause of these accidents. Using a cell phone while driving increases the risk of a crash by four times, and texting increases crash risk by 23 times.

The Broadmoor promotes safe driving habits whether driving a company vehicle or your personal vehicle on Company business. Employees must refrain from using PDAs, smart phones, cell phones or any other communication devices while operating a motor vehicle, unless approved by their manager. If an employee is permitted to use a device for phone calls or radio communication, they must use hands free communication. Sending or reading text messages, emails or other written communications while driving a company vehicle is prohibited.

Failure to follow company policy while driving may result in disciplinary action up to and including termination.

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Drug and Alcohol Policy

As a condition of initial and continued employment, the Company prohibits employees from reporting to work or performing their duties with any unlawful drugs or alcohol in their systems. Employees also are prohibited from using, possessing, manufacturing, distributing, or making arrangements to distribute unlawful drugs or alcohol while at work, off site at training or meetings, on Company or customer property (including in personal vehicles onsite), during lunch or breaks, or in Company vehicles. Further, the Company prohibits all unlawful drug use, possession, or distribution, whether on or off duty — drugs can stay in one’s system and affect work later. Since it violates federal law to use or possess marijuana, the use of marijuana for medical and or recreational purposes as permitted by state law is not permitted under the Hotel’s policy.

We recognize that some employees, from time to time, entertain customers and guests of the Hotel as part of their normal job duties, and/or while attending company sponsored events where alcohol is offered. Such employees must have the approval of senior management to engage in any activities that would normally be in violation of this policy, such as drinking alcohol. We expect that those employees who drink alcohol when entertaining customers or guests of the Hotel will do so in moderation.

The Broadmoor Hotel has established the following testing guidelines and adherence to the hotel’s drug and alcohol testing policy is considered to be a general condition of employment. Drug testing will be performed in situations of:

1. PostPostPost-Post ---Accident/IllnessAccident/Illness - Any employee who is involved in a work- related accident and/or illness regardless of severity. A witness to a work-related accident is also subject to testing guidelines.

2. Post Motorized Vehicle Accident - Any employee who is involved in any type of work related motorized vehicle accident and/or incident regardless of the extent of damage or injury.

3. Reasonable Suspicion/Reasonable Cause - Any employee whose actions appear impaired and/or is believed to have drugs in their

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system. This includes any employee who is found to be working in an unsafe manner, was directly involved and/or caused injury to a co-worker, and/or working in an unsafe manner causing destruction to hotel and/or guest property.

The Company may conduct a breathalyzer alcohol test and/or collect a urine sample when the Company has reasonable suspicion that the employee has violated the Drug and Alcohol Policy, including accidents suggesting carelessness, disregard of safety rules or other conduct indicating possible violation of the Drug and Alcohol Policy.

Violation of these rules, including: (1) a test indicating being under the influence of alcohol or the presence of unlawfully used drugs in an employee’s system; (2) refusal to cooperate with the Company in any test, search or investigation, or failure to execute any paperwork or consent forms necessary for examinations or tests; (3) possession of, distribution of, or consumption of unlawful or abused drugs, unauthorized alcohol, or drug paraphernalia; (4) tampering with or adulterating a test sample; or (5) unlawful conduct on or off duty will result in discipline, including immediate discharge of current employees or disqualification of an applicant.

Employees who refuse to submit to a test for alcohol or for unlawful drugs may be disqualified for unemployment compensation benefits. A blood test will not be conducted.

Although the proper use of medication is not prohibited, employees should consult with a Company-designated physician, or the employee’s supervisor, when he or she is legitimately taking medication which he or she has reason to believe may affect safety or performance. Any prescription medication brought onto Company or customer property or taken aboard Company vehicles must be retained in its original container labeled with the names of the employee and the prescribing physician. No employee may take another person’s medication. The law treats the abuse of prescription medication as unlawful drug use.

If an employee wants to seek help for drug or alcohol problems prior to being found in violation of the Company’s Drug and Alcohol Policy or being asked to undergo a test, he or she may seek information from the

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Assistant Director of Human Resources or the Director of Human Resources.

Work Related Accident/Illness Reporting

In the event of an accident or illness that arises out of or through the course of the employee’s work related activity, the following guidelines will be followed:

1. In accordance with hotel policy, ALLALLALL injuries or illnesses, no matter how minor, which result from a work-related accident or other occupational exposure, must be reported IMMEDIATELYIMMEDIATELY to your Supervisor, Loss Prevention, and/or the Risk Management office in Human Resources. This means at the time the accident or injury occurred and definitely no later than the end of your work shift!

2. In accordance with state law, it is the responsibility of the employee to report on the job injuries or illnesses to your Supervisor within four working days of the accident.

3. Failure to promptly report an on-the-job injury or illness may adversely affect your workers’ compensation entitlements.

4. All arrangements for medical treatment due to an on-the- job injury or illness will be made through the Risk Management office. After regular business hours treatment will be coordinated through Loss Prevention.

5. After your initial evaluation, future appointments for follow-up treatment and care may be required. *You should make every effort to schedule any subsequent medical appointments either before or after your normal work shift.* You need to contact Risk Manager for this follow up.

6. You are solely responsible for keeping all scheduled appointments and for rescheduling any appointment you may have missed. Be advised that if you miss an appointment and do not contact the medical provider within 24 hours, it may be presumed that you have fully recovered from the effects of your

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injury and that you are no longer in need of treatment. If this is the case, your workers’ compensation entitlements may be suspended or terminated. In addition, you may be billed for not calling to cancel an appointment.

7. Every effort will be made to ensure that you receive appropriate medical treatment and care for any work related injury or illness; however, we have to know about a problem in order to correct it! If there is an issue or concern, please contact the Risk Management Office in Human Resources immediately. During the course of treatment, the employee is responsible for maintaining constant communication with the Risk Management Office to ensure quality and continuity of care.

8. All medical treatment received for work-related injuries and/or illness not coordinated through the Risk Management Office will be considered unauthorized treatment of the employee.

Modified Duty/Return-To-Work

The modified duty/return-to-work program is intended to provide a supportive environment designed to speed the recovery and return of an injured employee to productive work capacity.

Modified work assignments are readily available and are designed to provide work for employees who are physically capable of working but who may be temporarily unable to perform their regularly assigned duties or responsibilities due to a work related injury. One may not refuse a modified duty position if qualified. Contact the Risk Management office for further details.

Non-Work Related Injury/Illness

In the event of absence due to a non-work related injury or illness, an employee may be required to provide medical documentation. Such documentation, if required, must be in writing.

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In all cases, if an employee misses three or more consecutive days from work due to a non-work related injury or illness, a medical release is required before you may be allowed to return. Such a release must indicate the date on which you may return to work and clearly specify what, if any, physical restrictions and/or limitations you have been placed under by your medical provider, including the expected duration of such restrictions.

Receipt of medical documentation may not be sufficient justification for withholding or delaying appropriate disciplinary action if an employee has an established record of excessive absenteeism or tardiness.

In the event an employee has a non-work related injury or illness that temporarily prevents the employee from returning to the full duties of the position, alternate or modified duty will not be provided unless otherwise required by law. Situations such as these will be evaluated on a case-by-case basis and a determination made as to whether an employee can safely perform the normal or essential functions of the job for which they were hired.

For any personal health problems, please seek the advice of your family physician. Workers’ compensation does not cover expenses for non-work related accidents, injuries or illnesses (for example, a private automobile accident). Your health and/or automobile insurance coverage would apply.

If, however, your personal medical provider should make a medical diagnosis that they believe may be related to work or to your job, have them clearly document the condition. You should then bring this information directly to the attention of the Risk Management office in Human Resources so that arrangements can be made for you to be referred to the designated medical provider for further evaluation.

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Worker’s Compensation

Whenever a work-related injury or illness occurs that requires any type of outside medical treatment, the worker’s compensation process is initiated.

Worker’s compensation covers the cost for medical treatment that may arise as the direct result of any work-related injury or illness. You are entitled under the law to reasonable and necessary treatment for your occupational injury or illness.

Should a work-related injury force you to be out-of-work (a lost- time injury), be advised that the first three lost workdays are to be recorded as sick time. If you have no sick time available, then it will be recorded as vacation time. If you have no vacation time, then is will be recorded as time off without pay. This three-day waiting period is a requirement under the workers’ compensation laws of the State of Colorado.

If, after the third business day, you are still unable to return to work, then workers’ compensation (via the insurance carrier) will make wage payments at 2/3 (equal to approximately 66.66%) of your average weekly wage (subject to the state maximum wage rate structure). Payments, sent directly to your home address, will continue at this rate once every two weeks until you are physically capable of returning to work.

Fraudulent Worker’s Compensation Claims

Employees who make false statements or claims for the purpose of obtaining worker’s compensation entitlements, awards, or compensation will be subject to disciplinary action, up to and including the immediate termination of employment.

The Colorado Worker’s Compensation Act, 8-43-402 C.R.S., provides that if a person willfully makes a false statement or representation material to a Worker’s Compensation claim for the purpose of obtaining benefits, payments, compensation, or awards such person commits a class five felony. 139