Champions Run HFWA Employee Form

Salary Staff

September 15, 2025

 

Re:      Notice of Employee Rights under the Nebraska Healthy Families and Workplaces Act (HFWA)

 

Dear Team,

In November 2024, Nebraska voters approved a ballot initiative which provides most employees in Nebraska with up to 56 hours of paid sick time per year.  This law, called the Nebraska Healthy Families and Workplaces Act (HFWA), goes into effect on October 1, 2025. 

We are required to provide you with written notice of your rights under the HFWA.  Please see the following information.

As you know, Champions Run already provides employees with generous paid time off under its PTO policies.  Because that policy meets or exceeds the HFWA requirements, we will not be providing a separate bank for additional paid sick time.  Instead, you may continue to use your PTO for any reason, including reasons covered by the HFWA.  Nevertheless, you may notice a few adjustments to our PTO policy to comply with the new law.  Please see attached Employee Handbook for more information.

Please contact your Departmental Head or the Corporate Director of Human Resources (Allison Boyd) with any questions about this new law or our policies.

Sincerely,

Andy Reetz

CEO/General Manager

 

Time-Off Policy

(EC Members Only)

Champions Run expects its employees to take a reasonable amount of time away from work each year.  Failure to do so is inconsistent with the needs of the employee, the employee's family, and Champions Run’s interest in the wellness of its employees and the company.  The purpose of this policy is to define procedures for requesting and using time off as well as to confirm compliance with the Nebraska Healthy Families and Workplaces Act (HFWA).

Instead of a Paid Time Off (PTO) policy, eligible Champions Run's Corporate EC members (defined below) are free to take time off at their discretion for personal matters, healthcare, or recreation, as long as their supervisor agrees that:

·      Work is being completed as scheduled

·      Internal and client deadlines are being met

·      The individual is meeting your monthly and annual goals

·      The individual is achieving measurable results

The Time-Off policy does not provide employees with any earned benefit that must be paid out upon separation. Specifically, employees will not earn or accrue paid time off or have a set number of vacation or sick days. However, employees must communicate effectively and with as much notice as possible to their direct supervisor and affected team members when they are planning to be out of the office, particularly for a paid sick time reason protected under state law. 

For purposes of this Policy, the term "Champions Run's Corporate EC members" includes individuals in the following roles full-time salaried roles:

·      Golf Professionals

·      Agronomy Professionals

·      Food & Beverage Chefs and Managers

·      Marketing Professionals

·      Accounting, Administration and Director of HR

Champions Run reserves the right to add to, remove, or delete positions from this list at any time.  The employees listed become eligible for this benefit after 80 hours employment with Champions Run.  Employees who move to one of the positions covered from another role will be automatically eligible for this benefit.

This time off policy is not intended for extended leaves.  Under no circumstances can an employee be paid for more than two (2) weeks of consecutive absence unless otherwise required by state or local paid leave laws.  For other extended absences where paid leave is not required by law, employees may be eligible for additional wage supplements pursuant to other relevant benefits programs, such as Short-Term Disability or Workers' Compensation. 

For foreseeable or planned time off, employees are responsible to schedule their paid time off in advance with their supervisor as most appropriate to fulfill their responsibilities to the company in balance with their personal and family commitments. For unplanned time off, including absences covered by the Nebraska HFWA, employees should notify their supervisor as soon as possible. If the time off is for a covered sick reason under the HFWA, you must specifically state that it is for a “paid sick leave” or “HFWA” reason so that the time off is granted.

Under the HFWA, employees may take paid time off for the following:

· An employee's mental or physical illness, injury, or health condition; an employee's need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or an employee's need for preventive medical care;

· Care of a family member with a mental or physical illness, injury, or health condition; care of a family member who needs medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; care of a family member who needs preventive medical care; or in the case of a child, to attend a meeting necessitated by the child's mental or physical illness, injury, or health condition, at a school or place where the child is receiving care; or

· Closure of the employee's place of business by order of a public official due to a public health emergency; an employee's need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency; or an employee's need to self-isolate or care for the employee or a family member when it has been determined by the health authorities having jurisdiction or by a health care professional that the employee's or family member's presence in the community may jeopardize the health of others because of exposure to a communicable disease, whether or not the employee or family member has actually contracted the communicable disease.

Champions Run may require reasonable documentation if the employee is absent due to illness or other reasons covered by the Nebraska HFWA for more than three (3) consecutive workdays, or for absences that may be FMLA qualifying.

Unless otherwise prohibited by applicable law, abuse of the Time-Off policy may result in disciplinary action or termination.

This Time-Off policy is a privilege, and not a right, meaning the Company may revise or rescind the policy at any time.

OVERVIEW AND FAQ
 

Why the new Time Off Plan?

Champions Run hires entrepreneurial-spirited leaders who are driven to be successful and lead by example.  As a key executive leader, we have placed trust in you and by working with our pillars:

·      Seek to understand

·      Being scrappy

·      Being authentic

·      Being humble

·      Committed to growth

 

You are part of this team as you have demonstrated these qualities and will help make our Company successful.  We want to partner with you to create a culture where you can manage in a way that aligns with your plans to live a well-balanced life.  Our company was built with family in mind, and understand the importance of being present at milestone events or simply taking time to be a part of our children’s lives.

Who is eligible?

The following Corporate EC Members are eligible for this benefit:

·      Golf Professionals

·      Agronomy Professionals

·      Food & Beverage Chefs and Managers

·      Marketing Professionals

·      Accounting, Administration and Director of HR

 

What is the effective date of Plan?

Plan inception is 1-1-2024 and modified on 10-1-2025 in reference to the Nebraska Healthy Families and Workplaces Act (HFWA),

How does the Time Off Plan work?

There is no vacation accrual and there is no sick accrual. If you need to take time off, we trust that you will provide appropriate notice to your supervisor and other team members and that your responsibilities will be met. If an absence is needed for a HFWA reason, you should notify your supervisor as soon as possible so that the time off is granted.

You will be paid whether you are at work or not. As an exempt team member, you will be paid your regular salary (based on a 24 or 26 pay period year). Salary continuation beyond two (2) weeks may be subject to certain conditions and limitations.

 What constitutes a “day off” under the Time Off Plan?

Any day or partial day that an eligible team member is not at work is paid under the Time Off Plan. Salary continuation during leaves of absence are subject to certain conditions and limitations, as explained herein.

 How do I know how much time is reasonable?

 If we determine that the amount of time you have taken off or want to take off was/is excessive relative to your responsibilities, your supervisor will discuss your situation with you and set expectations so that you can move forward in a positive direction. A general rule of thumb is 4 weeks per year.

 How do I prepare to take time off?

You are expected to coordinate your intent to take time off with your supervisor and inform them of your plan to ensure any outstanding/pressing business issues will be addressed in your absence. Under certain circumstances your supervisor may communicate to you that your time off is not in the best interests of the business and could therefore impact your performance and/or employment standing.

 How far ahead of time do I need to schedule time off?

 It depends on the reason. Obviously, for unforeseeable circumstances you will not be able to give very much notice. However, communication about planned absences should occur early enough to ensure work is complete and coverage can be provided. In either case, if the time off is for a HFWA-covered reason, please let your supervisor know.

How will time off be addressed when there are conflicts among team members that impact the workload?

Your supervisor will be responsible for resolving scheduling conflicts based on each individual situation. Factors such as (but not limited to) workload, reason for the time off, tenure, and performance may be considered. However, when the absence is for a HFWA-covered reason, the time off will be granted.

If I request time off and I feel that my supervisor is unfairly denying it, what steps can I take?

Contact your Departmental Head or the Corporate Director of Human Resources to discuss your situation.

What happens when someone is promoted into a position that is eligible for the Time Off Plan?

That employee will be immediately eligible for the Time Off Plan.

Employee Acknowledgment of Nebraska Health Families and Workplaces Act (HFWA) - Nebraska Paid Sick Time Policy

I acknowledge that I have received and reviewed the Nebraska Paid Sick Time Policy provided by my employer, effective October 1, 2025, in compliance with the Nebraska Healthy Families and Workplaces Act (HFWA).

I understand that it is my responsibility to read and become familiar with this policy. I also understand that if I have any questions regarding the policy, I may contact my supervisor or Human Resources for clarification.

This acknowledgment confirms that I have been notified of the Nebraska Paid Sick Time Policy and the rights and responsibilities outlined within it.

 

 

 

 

Full Time

September 15, 2025

Re:      Notice of Employee Rights under the Nebraska Healthy Families and Workplaces Act (HFWA)

Dear Team,

In November 2024, Nebraska voters approved a ballot initiative which provides most employees in Nebraska with up to 56 hours of paid sick time per year.  This law, called the Nebraska Healthy Families and Workplaces Act (HFWA), goes into effect on October 1, 2025. 

 

We are required to provide you with written notice of your rights under the HFWA.  Please see the following information.

As you know, Champions Run already provides employees with generous paid time off under its PTO policies.  Because that policy meets or exceeds the HFWA requirements, we will not be providing a separate bank for additional paid sick time.  Instead, you may continue to use your PTO for any reason, including reasons covered by the HFWA.  Nevertheless, you may notice a few adjustments to our PTO policy to comply with the new law.  Please see attached Employee Handbook for more information.

Please contact your Departmental Head or the Corporate Director of Human Resources (Allison Boyd) with any questions about this new law or our policies.

 

Sincerely,

Andy Reetz

CEO/General Manager

 

 
Paid Time Off (PTO) and HFWA Sick Leave– Regular Full-Time Employees
Champions Run offers Paid Time Off (PTO) to eligible regular full-time employees who have completed 80 hours of service.   Part-time and Seasonal employees will not earn PTO, but will be eligible for paid sick time pursuant to a separate policy.  PTO combines the needs for all paid time off including sick time, vacation, and personal time.  The purpose of this policy is to define procedures for requesting and gaining approval for time off as well as to confirm compliance with the Nebraska Healthy Families and Workplaces Act (HFWA).  The following PTO amounts are available to eligible employees:

 

Years of Service

 

On January 1 and July 1, employees will receive half of their allotment of PTO every six months, related to their years of service up to the maximum cap for each year as indicated above. At any given time, an employee may not have more than the Maximum Cap Amount hours of PTO (as indicated in table). In other words, no employee may earn PTO above the established maximum cap.

If you do not receive the full allotment of PTO on January 1 because you did not use all of your PTO from the prior year, you will only receive the difference between your allotted PTO amount and the maximum cap amount (if relevant).

Example: Employee A has worked here for 8 years and has 160 PTO hours allotted. As of January 1, 2024, Employee A will earn 80 hours on January 1 and 80 hours on July 1 for a total of 160 hours a year. 

PTO hours are paid at the employee’s regular rate of pay at the time it is used and will not be considered "hours worked" for purposes of overtime pay.

 

New employees will not earn PTO until they have worked at 80 consecutive hours.

 

PTO may be taken anytime during the calendar year in 1-hour increments.  For foreseeable or planned time off, requests for PTO must be made to your supervisor three (3) weeks in advance to allow for adequate staffing levels unless not practicable.  For unforeseeable time off, Champions Run will make reasonable efforts to accommodate PTO requests; however, activity levels at the Club and staff coverage will be taken into consideration before approving requests.  In the case of scheduling conflicts, the Supervisor will look at each situation on a case-by-case basis.   The exception to this is if the time off is protected under the Nebraska Healthy Families and Workplaces Act.  For unplanned time off, including absences covered by the Nebraska HFWA, employees should notify their supervisor as soon as possible. If the time off is for a covered sick reason under the HFWA, you must specifically state that it is for a “paid sick leave” or “HFWA” reason so that the time off is granted.

 

Under the HFWA, employees may take paid time off for the following:

 

·       An employee's mental or physical illness, injury, or health condition; an employee's need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or an employee's need for preventive medical care.

 

·       Care of a family member with a mental or physical illness, injury, or health condition; care of a family member who needs medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; care of a family member who needs preventive medical care; or in the case of a child, to attend a meeting necessitated by the child's mental or physical illness, injury, or health condition, at a school or place where the child is receiving care; or

 

·       Closure of the employee's place of business by order of a public official due to a public health emergency; an employee's need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency; or an employee's need to self-isolate or care for the employee or a family member when it has been determined by the health authorities having jurisdiction or by a health care professional that the employee's or family member's presence in the community may jeopardize the health of others because of exposure to a communicable disease, whether or not the employee or family member has actually contracted the communicable disease.

 

Remember that even though you may have PTO banked, you may not be able to take the time off due to business or other needs, unless for HFWA reasons.  Similarly, the mere fact that someone has banked PTO does not excuse absences that begin to effect the employee's or the Club's performance, unless for HFWA reasons.

 

Any earned but unused PTO will be paid out upon separation from employment.

 

 

 

Employee Acknowledgment of Nebraska Health Families and Workplaces Act (HFWA) - Nebraska Paid Sick Time Policy

I acknowledge that I have received and reviewed the Nebraska Paid Sick Time Policy provided by my employer, effective October 1, 2025, in compliance with the Nebraska Healthy Families and Workplaces Act (HFWA).

I understand that it is my responsibility to read and become familiar with this policy. I also understand that if I have any questions regarding the policy, I may contact my supervisor or Human Resources for clarification.

This acknowledgment confirms that I have been notified of the Nebraska Paid Sick Time Policy and the rights and responsibilities outlined within it.

Seasonal

September 15, 2025 

Re:      Notice of Employee Rights under the Nebraska Healthy Families and Workplaces Act (HFWA)

Dear Team,

In November 2024, Nebraska voters approved a ballot initiative which provides most employees in Nebraska with up to 56 hours of paid sick time per year.  This law, called the Nebraska Healthy Families and Workplaces Act (HFWA), goes into effect on October 1, 2025. 

 

We are required to provide you with written notice of your rights under the HFWA.  Please see the following information and Employee Handbook. 

Please contact your Departmental Head or the Corporate Director of Human Resources (Allison Boyd) with any questions about this new law or our policies.

Sincerely,

Andy Reetz

CEO/General Manager

 

 HFWA PAID SICK LEAVE POLICY- Part-time & Seasonal Staff
Beginning October 1, 2025, eligible employees are entitled to paid sick time pursuant to the Nebraska Healthy Families and Workplaces Act.  Sick time under this Paid Sick Time policy is available to all eligible employees, except those full-time employees who are covered by the Paid Time Off (PTO policy).

ELIGIBILITY
 

Eligible employees who work at least 80 hours in a calendar year in Nebraska are entitled to accrue paid sick time.

ACCRUING SICK TIME
 

Employees begin accruing paid sick time after completing eighty (80) hours of consecutive employment.  Employees will then accrue one (1) hour of paid sick time for every thirty (30) hours worked up to a maximum of fifty-six (56) hours of paid sick time per year.  

Unused, accrued paid sick time shall be carried over from year to year.  However, employees may not use more than fifty-six (56) paid sick time hours in a year. 

USING PAID SICK TIME

Employees are required to provide notice to their supervisor when intending to use paid sick time.  When the need for paid sick time is foreseeable, employees must provide advance notice to their supervisor at least twenty-four (24) hours in advance.  In all other cases, employees must inform their supervisor as soon as but no later than one (1) hour prior to their scheduled shift start time on the day of the absence, if possible.  Employees must provide notice on each additional day of absence.

 

Employees are not required to search for or find a replacement worker to cover the hours during which the employee is using paid sick time.

 

Employees may use their paid sick time in hourly increments.  The Company may require reasonable documentation for employees needing the use of paid sick time for more than three (3) consecutive work days.

 

Paid sick time is compensated at the employee’s regular rate of pay at the time it is used.

 
Acceptable Use for Paid Sick Time
 

Under the HFWA, employees may take paid time off for the following:

 

·       An employee's mental or physical illness, injury, or health condition; an employee's need for medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; or an employee's need for preventive medical care;

 

·       Care of a family member with a mental or physical illness, injury, or health condition; care of a family member who needs medical diagnosis, care, or treatment of a mental or physical illness, injury, or health condition; care of a family member who needs preventive medical care; or in the case of a child, to attend a meeting necessitated by the child's mental or physical illness, injury, or health condition, at a school or place where the child is receiving care; or

 

·       Closure of the employee's place of business by order of a public official due to a public health emergency; an employee's need to care for a child whose school or place of care has been closed by order of a public official due to a public health emergency; or an employee's need to self-isolate or care for the employee or a family member when it has been determined by the health authorities having jurisdiction or by a health care professional that the employee's or family member's presence in the community may jeopardize the health of others because of exposure to a communicable disease, whether or not the employee or family member has actually contracted the communicable disease.

TERMINATION OF EMPLOYMENT
 

Upon termination of employment, unused time under this policy is not paid out at the time of separation.  However, employees who are re-employed within twelve (12) months will have previously accrued unused paid sick time under this policy made available to them.

PROHIBITION ON RETALIATION

Retaliatory action against employees who request or use paid sick time under the HFWA is prohibited.  For more information regarding rights and responsibilities under the Act, see the notice included with this policy or contact the Nebraska Department of Labor at 402-471-2239, ndol.laborstdrdsinquiries@nebraska.gov, or dol.nebraska.gov. 

 

Employee Acknowledgment of Nebraska Health Families and Workplaces Act (HFWA) - Nebraska Paid Sick Time Policy

I acknowledge that I have received and reviewed the Nebraska Paid Sick Time Policy provided by my employer, effective October 1, 2025, in compliance with the Nebraska Healthy Families and Workplaces Act (HFWA).

I understand that it is my responsibility to read and become familiar with this policy. I also understand that if I have any questions regarding the policy, I may contact my supervisor or Human Resources for clarification.

This acknowledgment confirms that I have been notified of the Nebraska Paid Sick Time Policy and the rights and responsibilities outlined within it.