Santa Barbara Polo & Racquet Club

The Santa Barbara Polo and Racquet Club (“Company”) strictly prohibits the use, possession, distribution and sale of all illegal drugs on company premises or while performing work for the Company. This includes drugs that are illegal under either state or federal law. As an example, if use of a drug is allowed under state law, but not under federal law (such as marijuana), then employees may not use, possess or sell that drug, and employees may not be under the influence of or affected by any drugs while on Company property or performing work for the Company. This policy also applies to medications unless those medications have been legally prescribed under both federal and state law and use of such medications does not prevent the employee from performing the employee’s duties for the Company.

Employees who take over-the-counter medication or other medication that can legally be prescribed under both federal and state law to treat a medical condition should inform their manager if they believe the medication will impair their job performance, safety, or the safety of others or if they believe they need a reasonable accommodation before reporting to work while under the influence of that medication.

Company also strictly prohibits consuming or being under the influence of alcohol while clocked in, performing work for the Company, or at anytime employee is wearing your Company uniform.

For the safety of customers and employees, the Company has the right to terminate employees immediately if this policy is being violated. The Company will also report any unlawful conduct to law enforcement.

Please sign and date below to acknowledge that you received, read and understood this policy. If you have any questions before signing this Policy, or at any other time, then please direct them to David Sigman, General Manager.

1) Activate employee account on “myaccess.adp.com” from a device provided by SBPRC.
You may also download the app “ADP Mobile” to your own personal device if you prefer.

2) It is the employee’s responsibility to check the schedule on myaccess.adp.com.
Myaccess.adp will send you a notification to your email or phone as a reminder to log in and check your schedule. However, it is ultimately your responsibility to check your scheduled shifts.

3) It is the employee’s responsibility to clock in and out for both: scheduled shifts and breaks. You must also sign in and out on a paper schedule provided by your manager.

 

4) It is the employee’s responsibility to ensure all information (including, but not limited to): direct deposit information, W4 information, contact information, emergency contact information are current and accurate on myaccess.adp.com.

5) Employee’s immediate supervisor will train employee on how to use myaccess.adp.com.

6) SBPRC payroll period begins every other Wednesday @ 12:00 a.m. and ends every other Tuesday @ 11:59pm. Pay days are every other Friday following the payroll period end day.

I have read and been informed about the content, requirements, and expectations of the Time, Attendance & Payroll standard operating procedure, otherwise known as “SOP.”

I understand that the words “Employee, you, your” refer to myself, the employee signing below. I understand the words “SBPRC, Employer” refer to the Santa Barbara Polo & Racquet Club Management Company, Inc.

I understand that clocking in means I am ready to perform my role and duties to support the team as well as members. This includes being ready in my uniform, prior to clocking in.

I understand that if I have questions, at any time, regarding this SOP, I will consult with my immediate supervisor or management staff.

This year the Club has decided to invest in new uniforms as part of our rebranding strategy. The Club will provide a blue sporty logoed polo for you to change into upon arrival. The polos will need to be checked out by you and signed for. And we ask that they be returned at the end of your shift to the Shift Manager and signed in by you. The uniforms are not to leave the premises and are the property of the Santa Barbara Polo & Racquet Club.

The uniforms for bartenders, bar backs, servers, tennis staff and greeters are all the same. We require you to wear the polo with your white jeans and your white tennis shoes. We will allow shorts in the summer months but shorts may not be more than 5” above the knee. Baseball caps are provided for outdoor servers for sun protection, as well as white aprons. For positions with food and beverage, hair must be pulled back.

If you are not in uniform you will not be able to work. If you have any questions about what is appropriate attire please reach out to your supervisor.
We at the Santa Barbara Polo & Racquet Club want our employees to project an image of a high end private sports club while still looking professional.

Thank you for representing the Santa Barbara Polo & Racquet Club in a professional manner and for adhering to our uniform and dress code policy. Please sign below identifying you understand and will abide by the SBPRC Uniform Policy.

I have received and understood the 2020 Training Manual.

Signing below acknowledges that you have received a copy of the 2020 training manual and have read through and understood it in its entirety.

My below signature identifies I understand and will abide by the SBPRC Training Manual.

Waiving your Meal Break is optional.

Signing below indicates that you waive your meal period, no clock in or no clock out is required, as you will be paid for the duration of the meal since you will still be working.

You may revoke this waiver at anytime as long as there is written communication (digital or hard copy) indicating such, to your immediate supervisor.

California requires employers to provide a 30-minute meal break once the employee has worked five hours. An employer does not have to pay for this time; in other words, meal breaks are unpaid. If the employee’s workday will be completed in six hours or less, the employee may consent to waive (give up) the right to a meal break.

An employee who works ten hours is entitled to a second 30-minute unpaid meal break. If the entire workday will not exceed 12 hours, the employee may waive the right to a second meal break. However, the second break may be waived only if the employee actually took the first break. (In other words, an employee may not waive both breaks in one day.)

If the nature of the job prevents employees from taking a break from all duties, employers may provide an on-duty meal period. However, this time must be paid, and the employee must agree to the on-duty break, in writing.

Receipt of Employee Handbook and Employment-At-Will Statement

This Is to acknowledge that Ihave received a copy of the Santa Barbara Polo & Racquet Club Employee Handbook and I understand that it contains Information about the employment policies and practices of the Club. I agree to read and comply with this Employee Handbook. I understand that the policies outlined In this Employee Handbook are management guidelines only, which in a developing business will require changes from time· to time. I understand that the Club retains the right to make decisions Involving employment as needed In order to conduct its work In a manner that is beneficial to the employees and the Club.  I understand that this Employee Handbook supersedes and replaces any and all prior Employee Handbooks and any inconsistent verbal or written policy statements.

I understand that except for the policy of at-will employment, which can only be changed by the General Manager of the Club In a signed written contract, the Club reserves the right to revise, delete and add to the provisions of this Employee Handbook at any time without further notice. All such revisions, deletions or additions to the Employee Handbook will be In writing and will be signed by the General Manager of the Club. I understand that no oral statements or representations can change the provisions of this Employee Handbook.

I understand that this Employee Handbook Is not Intended to create contractual obligations with respect to any matters It covers and that the Employee Handbook does not create a contract guaranteeing that I will be employed for any specific time period.

THIS CLUB IS AN AT-WILL EMPLOYER. THIS MEANS THAT REGARDLESS OF ANY PROVISION IN THIS EMPLOYEE HANDBOOK. THE CLUB OR I MAY TERMINATE THE EMPLOYMENT RELATIONSHIP AT ANY TIME, FOR ANY REASON. WITH OR WITHOUT CAUSE OR NOTICE. NOTHING IN THIS EMPLOYEE HANDBOOK OR IN ANY DOCUMENT OR STATEMENT, WRITTEN OR ORAL, SHALL LIMIT THE RIGHT TO TERMINATE EMPLOYMENT AT-WILL. NO OFFICER, EMPLOYEE OR REPRESENTATIVE OF THE CLUB IS AUTHORIZED TO ENTER INTO AN AGREEMENT- EXPRESS OR IMPLIED-WITH ME OR ANY EMPLOYEE FOR EMPLOYMENT FOR A SPECIFIED PERIOD OF TIME  UNLESS  SUCH AN  AGREEMENT  IS  IN  A  WRITTEN   CONTRACT SIGNED BY THE GENERAL MANAGER OF THE CLUB.

Iunderstand that this Employee Handbook refers to current benefit plans maintained by the Club and that I must refer to the actual plan documents and summary plan descriptions as these documents· are controlling.

I also understand that If a written contract is Inconsistent with the Employee Handbook, the written contract Is controlling.

If I have questions regarding the content or Interpretation of this Employee Handbook, I will ask the General Manager or a member of management.