Employee Resources

Employee Handbook

Employee Handbook

Here you will find literally everything you need to know upon getting hired at Fear Columbus. With the spirit of total transparency and inclusion in mind, this contains (but is not limited to) rules, regulations, guidelines, safety procedures, and all general information about our business that will set you up for the best possible experience as part of the Fear Columbus Team. 

This will always be here for your reference. Although we definitely don’t expect you to memorize every single thing, please make sure to get acquainted with it before your first shift. This will help us all remain on the same page and we’ll be able to answer any questions or concerns you may have before your first shift!

As we grow and change as a business, or if any staff member brings up something worth noting in the Handbook, it will be updated and can be viewed immediately upon the update. You will only need to sign this once, but we will always make you aware of any changes or updates as they happen. We reserve the right to update or change anything in the handbook at any time and for any reason and promise to make these changes solely based on what’s best for your success and wellbeing as well as for us as a business. 

Latest Update: May 10, 2022

  • Updates in current staff pay rates and bonuses.
  • Updated Performance Lead, Event Lead, Staff Coordinator, Makeup Artist, and Costume Lead duties.
  • Update in clocking in and clocking out policies, specifically adding in Haunt Scheduler as our form of record keeping.

Table of Contents

Section 1: Introduction

1A: Welcome to Fear Columbus Haunted House 

1B: Employee Handbook 

1C: Changes In Policy 

1D: Employment-At-Will

Section 2: Employment Policies

2A: Employee Classifications 

2B: Employee Job Descriptions 

2C: Equal Employment Opportunity and Americans with Disabilities Act

2D: Confidentiality 

2E: Employment of Minors

2F: Employment of Relatives

2G: Personnel Records and Employee References 

2H: Privacy 

2I: Immigration Law Compliance 

2J: Political Neutrality

Section 3: Hours of Work and Payroll Practices

3A: Pay Periods and Paydays 

3B: Overtime

3C: Rest Periods 

3D: Time Cards 

3E: Payroll Deductions

3F: Wage Garnishment 

3G: Direct Deposit 

3H: Rates

Section 4: Standards of Conduct and Employee Performance

4A: Anti-Harassment and Discrimination

4B: Workplace Relationships 

4C: Attendance 

4D: Discipline and Standards of Conduct

4E: Dress Code 

4F: Safety 

4G: Substance and Abuse 

4H: Workplace Searches 

4I: Internet, Emails, and Computer Use Policy 

4J: Social Media Policy 

4K: Cell Phone Policy 

Section 5: Employee Benefits and Services

5A: Workers’ Compensation

5B: Social Security Benefits (FICA) 

5C: Unemployment Insurance

Section 6: Employee Leaves of Absence and Time Off

6A: General 

6B: Pregnancy-Disability Leave

6C: Family and Medical Leave 

6D: Workers’ Compensation Leave 

6E: Jury Duty

6F: Voting Time 

Section 1: Introduction

1A Welcome to Fear Columbus Haunted House

Welcome to the Fear Columbus team, we are so excited to have you! Please use this handbook and refer to it often in order to have a successful experience during your time here.

1B Employee Handbook

The Employee Handbook is designed to summarize certain personnel policies and benefits of Fear Columbus Haunted House (the Company), located at 2605 Northland Plaza Drive, Columbus Ohio 43231, and to acquaint employees with many of the rules concerning employment with the Company. This Handbook applies to all employees, and compliance with the Company’s policies is a condition of employment. This Handbook supersedes all previous employment policies, written and oral, express and implied. The Company reserves the right to modify, rescind, delete, or add to the provisions of this Handbook from time to time in its sole and absolute discretion. This Employee Handbook is not a binding contract between the Company and its employees, nor is it intended to alter the at-will employment relationship between the Company and its employees. The Company reserves the right to interpret the policies in this Handbook and to deviate from them when, in its discretion, it determines it is appropriate.

1C Changes in Policy

Since our business is constantly changing, the Company expressly reserves the right to revise, modify, delete, or add to any and all policies, procedures, work rules, or benefits stated in this handbook or in any other document, except for the policy of at-will employment as described below. No oral statements or representations can in any way alter the provisions of this Handbook. Nothing in this employee handbook or in any other document, including benefit plan descriptions, creates or is intended to create a promise or representation of continued employment for any employee. Any changes to your at-will employment status, described below, must be in writing and must be signed by the Company.

If you are uncertain about any policy or procedure, please check with your manager.

1D Employment-At-Will

Employment with the Company is on an at-will basis, unless otherwise specified in a written employment agreement. You are free to resign at any time, for any reason, with or without notice. Similarly, the Company is free to conclude the employment relationship at any time for any lawful reason, with or without cause, and with or without notice.

Nothing in this Handbook will limit the right of either party to terminate an at-will employment. No section of this Handbook is meant to be construed, nor should be construed, as establishing anything other than an employment-at-will relationship. This Handbook does not limit management’s discretion to make personnel decisions such as reassignment, change of wages and benefits, demotion, etc. No person other than Nick and Jess, has the authority to enter into an agreement for employment for any specified period of time or to make an agreement for employment other than at-will terms. Only Nick and Jess have the authority to make any such agreement, which is only binding if it is in writing and signed by the President of the Company.

Section 2: Employment Policies

2A Employee Classifications

The following terms are used to describe employees and their employment status:

  • Exempt Employees – Employees whose positions meet specific tests established by the Federal Labor Standards Act (“FLSA”) and Ohio state law. In general, exempt employees are those engaged in executive, managerial, high-level administrative and professional jobs who are paid a fixed salary and perform certain duties. In addition, certain commissioned sales employees and highly paid computer professionals are exempt. Exempt employees are not subject to the minimum wage and overtime laws.
  • Nonexempt Employees – Employees whose positions do not meet specific tests established by the FLSA and Ohio state law. All employees who are covered by the federal or state minimum wage and overtime laws are considered nonexempt. Employees working in nonexempt jobs are entitled to be paid at least the minimum wage per hour and a premium for overtime.
  • Full-Time Employees – Employees who are not temporary employees, independent contractors, or independent consultants and who are regularly scheduled to work a schedule of 40 hours per work week.
  • Part-Time Employees – Employees who are not temporary employees, independent contractors, or independent consultants and who are regularly scheduled to work less than 40 hours per work week.
  • Temporary Employees – Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project. Employment assignments in this category are of limited duration and the temporary employee can be let go before the end of the defined period. Short term assignments generally are periods of three (3) months or less, however, such assignments may be extended. All Temporary employees are at-will regardless of the anticipated duration of the assignment (see Employment-at-Will Policy). Temporary employees retain that status unless and until notified in writing of a change.

Each employee will be advised of his or her status at the time of hire and any change in status. Regardless of the employee’s status, the employee is employed at-will and the employment relationship can be terminated by the Company or the employee at any time, with or without cause and with or without notice.

2B Employee Job Descriptions

  • Operations Manager
    • The operations manager is one of the only full time employees and will assist with essentially everything! They are the go to, right hand person who is in charge of making sure things run smoothly while operational, and assists in creating the Haunted House during the off season.
    • Duties include, but are not limited to:
      • Set Building
      • Sound/Lighting
      • Cleanup
      • Technical Assistance
        • A checklist will be provided detailing specific duties based on what phase of the year we’re currently in.
    • The Ops manager is not responsible for the performance or event cast directly, but may assist if asked.
  • Staff Coordinator
    • The Staff Coordinator is another full time employee who will be responsible for all staff pre and post show. This includes hiring, scheduling, placement, and discipline. 
    • As of this revision, the Staff Coordinator is also the Costume Lead and is responsbile for pulling costumes and masks.
    • The Staff Coordinator will also be responsible for managing staff calls during normal business hours (Monday-Friday, 9am-6pm) and operational hours (times vary).
  • Performance Lead
    • The Performance Lead will arrive and may clock in 30 minutes before the performance cast arrives, leaving themselves enough time to get in costume and makeup and complete any of their own prep for the night.
    • Once performers arrive, the Performance Lead will work with them, either in their scenes or in the staff lounge. They should also enlist the help of the Creepers and other experienced actors they trust in order to work with everyone on staff.
    • During operational hours, the Performance Lead will constantly make rounds throughout the attractions ensuring the following:
      • All actors are performing in their scenes using the direction given for that particular scene. 
      • All actors are feeling well and/or not injured.
      • Actors have everything they need, like water.
      • Actors are not on their cell phones
        • If an actor is caught on their phone, the Performance Lead will confiscate them immediately. They will be returned at the end of the night.
      • Actors are in their scenes. 
        • If an actor is caught goofing around or out of their scene, they are given one warning. After that, they will be asked to leave for the night. 
      • Actors are getting their breaks.
        • Roamers will be responsible for covering 15 minute breaks. On operational nights when we’re open from 7pm-12am, breaks will begin nightly at 9pm. If we are operational for less than 5 hours, 15 minute breaks will not be given. Roamers will still be the ones responsible for giving actors quick breaks as needed.
      • Customers walking through are not harming the actors in any way. If a customer is caught misbehaving, radio Nick/Jess/Marco right away. 
    • Should a cast member display excessive tardiness, not show up for their shifts, or frequently call off, use the employee discipline form to keep track. Once they hit 3 striked, disciplinary action up to and including termination may occur.
    • If an actor is injured or ill, they can be taken to the Cast Lounge. In the instance of an injury, no matter how small, an incident report form needs to be filled out.
    • It’s imperative that the Performance Lead stays in the attraction as much as humanly possible. They should never be in an egress unless they’re using it to cut through. Nobody should be in the costume room during the night unless returning a costume in the case they need to leave early. Should an issue arise, it needs to be dealt with quickly and efficiently. Relay all pertinent information needed only in the moment.
    • Once the night is over, the Performance Lead will walk through the attractions behind the last group and dismiss all actors from their scenes.
  • Event Lead
    • Event lead will arrive at least 30 minutes before event cast, but this may sometimes be earlier if need be and if possible.
    • Prep for the night includes
      • Making sure the outside queue is set up
      • Making sure Port-a-Potties are unlocked and presentable
      • Ensuring the metal detector is working.
      • Ensuring the photo booths are up and running
      • Ensuring supplies (such as masks and sanitizer), while applicable, are available for customer and employee use.
      • While applicable, ensuring thermometers are ready to do for temp checks.
      • Making sure the front queue is swept and presentable
      • Making sure the store is stocked and tidy before the night starts
      • Pre-assigning positions for event cast
      • Ensuring that all supplies, such as cleaning tools, are stocked for event cast use
      • These, as well as additional things that need to be done, will be added to a nightly checklist.
    • Once the event cast members arrive, assign them their spots and ensure:
      • They understand their positions and duties
      • They are in uniform and are well groomed
      • They have the supplies they need
    • Event Cast will arrive at least one hour before doors open. They can and should be put to work as soon as they get here, assisting with any nightly tasks prior to open.
    • Event Cast Lead will be responsible for making the rounds to ensure everyone on their team is having a successful night. They may also need to cover a position for breaks or assist a customer from time to time.
    • ALL Event Cast will be a part of the nightly meeting and pump up, which takes place 30-45 minutes prior to opening.
    • Should a cast member display excessive tardiness, not show up for their shifts, or frequently call off, use the employee discipline form to keep track. Once they hit 3 strikes, disciplinary action up to and including termination may occur.
    • The Event Lead has the ability to send uncooperative event cast members home, and will report all issues to Nick and/or Jess.
  • Performance Cast
    • As a member of the Performance Cast, you get to interact with customers in a unique way and be one of many parts to make the theatrical show happen. Each night, you will arrive and be given a character, costume, and scene. Customers will rely on you to scare them, entertain them, and sometimes even make them laugh.
    • Your duties as a member of the Performance Cast include:
      • Showing up on time for casting, costume, and makeup. You will need to arrive no later than 2 hours before doors open.
      • Understanding that the position and direction you’ve been given plays into a much bigger picture, therefore accepting your role in order to make the show the best it can be.
      • Taking direction from your Performance Lead, Nick, or Jess ONLY and performing the scene as it is intended. Know that we will always be willing to hear your ideas and even try them out, but they ultimately might not read well in the big picture. When this happens, please don’t take it personally and realize that your scene and performance still makes a difference and makes the show great!
      • Making sure you’re taking care of yourself! Only water and sport’s drinks will be permitted in the building from the moment you clock in until the moment you clock out. Chugging a soda or energy drink before or during operational hours can be notorious for causing an upset stomach. Stay hydrated, eat as healthy and get as much sleep as you possibly can. In addition, pace yourself! Don’t give it everything you’ve got in the first hour and disperse that energy throughout the whole night.
      • Ensuring that if you have any illnesses, injuries, or any impairments that will prohibit you from doing you from doing your job, you communicate what those things are and seek the proper care.
    • Uniform
      • Performance Cast members are to wear all black clothing upon arrival for work. Black pants or leggings, and a black shirt with any sleeve length are acceptable.  Shorts will not be permitted unless stated otherwise by a Performance Lead, Costume Lead, Nick, or Jess. Shoes must also be solid black with no logos, unless stated otherwise by a Performance Lead, Costume Lead, Nick, or Jess. All clothing must be solid with no logos, graphics, or phrases. All clothing should also be able to get dirty or distressed. Please do not wear nice clothing if you don’t want it to get ruined. If you are coming from work or another event, simply bring your black clothing with you.
      • If there is a costume, costume piece, prop, or makeup you would like to wear or do, it MUST be approved by your Costume Lead first. No exceptions.
      • If there is a costume piece you cannot wear due to a health issue/concern, it is up to you to let your performance lead know.
    • Performance Cast Roles
      • Queue Line: The Queue Line cast does not work in the attractions, but rather, provides entertainment to guests while they wait to get in. These performers will be good with dialogue, movement, strange noises, and have an entertaining aura about them. They are able to scare, but also able to entertain and make people laugh, maybe even put a scared child at ease. These performers are witty and quick on their feet, and portray a certain recognizable character.
      • Roamers: These performers will each be given a “zone” in their specific house, which is made up of a set amount and certain scenes that will be displayed on the white boards in the cast lounge. Roamers are responsible for making continuous loops throughout the night, making sure all performers in their zone are safe, have what they need, and giving quick breaks should a performer need to use the restroom. On nights when we’re operational for five hours, Roamers will cover scenes for their performers during their 15 minute breaks. Nightly breaks begin at 9pm. Occasionally, we will be open for more than 5 hours. On these nights, Roamers will give two breaks, and times will be announced prior to becoming operational.
      • House Creeper: There may be nights when we need to place roamers in scenes. On these nights, we will pick one Roamer to become the “House Creeper”, essentially a third Performance Lead. With the Performance Lead, the House Creepers will continuously roam their zones in the houses, making sure all performers are taken care of.
      • Scene Performers: A Scene performer is given a specific scene in the haunted house that they get to bring alive for the night. Scene performers will be responsible for their scene, and their scene alone. It is important to remember that each scene is part of a whole experience, and it’s imperative that each scene actor performs in the way they were directed to.
    • Everyone on the performance team is expected to help out if need be as long as they are clocked in.
    • There will be a pump up, which includes the entire cast, usually 30-45 minutes before doors open.
  • Event Cast
    • As a member of the Event Cast, you get to interact with customers in probably the most human way in this business. Customers will rely on you for direction and information. It’s up to you to deliver that with a positive attitude and smile. The ideal event staff member will:
      • Be kind and courteous to ensure each customer has a great experience from the first person they come in contact with to the last.
      • Be knowledgeable about the business in order to answer questions.
      • Be able to work with large groups of people without getting overwhelmed or visibly frustrated.
      • Be able to handle issues (such as ticketing or rowdy customers) in a quick and efficient manner.
      • Be visibly excited about being at work! This is a fun job, so have fun with it.
      • Be engaging with customers by striking up small conversations when appropriate.
    • Uniform
      • Event Cast members are able to dress in appropriate street attire, meaning something you’re comfortable in as long as it does not contain any inappropriate graphics, foul language, or nudity. Jeans, leggings, skirts, dresses, or khakis are all allowed. Clothing should be clean and fresh.
      • An event staff T-Shirt, Jacket, and/or Coat will be provided for you upon arrival for your shift. Shoes should be comfortable, as you may be standing for long periods of time.
    • Event Cast Roles
      • Outside Queue: You are the first cast member a customer sees when they arrive, so make sure to make a good impression! Outdoor positions include:
      • Outdoor Director: A staff member in charge of directing will keep an eye out for customers who seem lost or need direction on where to go. Approach the customer or call them over in order to give them that direction. Check to make sure they’ve purchased their tickets and what type before sending them to their respective line. If a customer hasn’t purchased a ticket, inform them how to do so.
      • Ticket Scanner: This person will be stationed at the front door to scan a customer’s ticket. On busier nights, we may have two people in this position, and may have to move where exactly you’re standing to scan tickets. After scanning a ticket, direct the customer to the next step of the check in process.
      • Security: After a customer has been scanned in, they will walk through a metal detector. Everything must come out of their pockets before walking through. If the metal detector goes off, customers MUST be wanded down before going any further. Substances such as alcohol, drugs, and weapons will not be permitted in the building, and should be either confiscated or stored in the person’s car.
      • Indoor Director: This cast member will ask what ticket a customer purchased (VIP or general admission) and direct them to their respective line.
      • Front Queue: One or two cast members who will control the flow into the first attraction. You will be responsible for pacing and timing, as conveyed to you by your Event Lead, Nick, or Jess, and also informing patrons of the rules and safety regulations before they enter the attraction.
      • Photo Op: All customers will be filtered into a room to have their photo taken before the scary portion of the attraction begins. You will work closely with the Front Queue cast on timing and signaling them that you’re ready. Photo Op will know how to use the camera and software in the room in order to take the picture and explain how the customer can receive it after they’ve left the attraction.
      • Second Queue: One or two cast members who will control the flow into the second attraction. You will be responsible for pacing and timing, as conveyed to you by your Event Lead, Nick, or Jess, and also informing patrons of the rules and safety regulations before they enter the attraction.
      • Merchandise: Two-Three Individuals will be responsible for making sure customers leave on a high note! Customers will exit through the store and be able to purchase merchandise, snacks and beverages, and their photos. The event cast working the store are more along the lines of Brand Ambassadors, and should converse with each customer as they are leaving and take note of any feedback or issues the customers may have. On rare occasions, you may call Nick or Jess down if there is a serious issue. Merchandise Cast will also be responsible for taking down any information on the provided forms about lost or missing items a customer may have misplaced in the attraction, and will have a lost and found at your counter.
      • Cleaning Crew: One or two individuals who will be responsible for cleanup frequently and throughout the night. While applicable, the cleaning crew will walk through the haunts and spray disinfectant throughout the night, being mindful not to engage with or distract the actors and customers while in the attractions. Cleaning crew will also be responsible for making sure the staff bathrooms are clean and stocked before the night begins and throughout the night. They will also keep staff areas and especially customer areas clear of trash or debris.

2C Equal Employment Opportunity & Americans with Disabilities Act

It is the policy of the Company to provide equal employment opportunities to all employees and employment applicants without regard to unlawful considerations of race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, marital status or any other classification protected by applicable local, state or federal laws. This policy prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. This policy applies to all aspects of employment, including, but not limited to, hiring, job assignment, working conditions, compensation, promotion, benefits, scheduling, training, discipline and termination.

The Company expects all employees to support our equal employment opportunity policy, and to take all steps necessary to maintain a workplace free from unlawful discrimination and harassment and to accommodate others in line with this policy to the fullest extent required by law. For example, the Company will make reasonable accommodations for employees’ observance of religious holidays and practices unless the accommodation would cause an undue hardship on the Company’s operations. If you desire a religious accommodation, you are required to make the request in writing to your manager as far in advance as possible. You are expected to strive to find co-workers who can assist in the accommodation (e.g. trade shifts) and cooperate with the Company in seeking and evaluating alternatives.

Moreover, in compliance with the Americans with Disabilities Act (ADA), the Company provides reasonable accommodations to qualified individuals with disabilities to the fullest extent required by law. The Company may require medical certification of both the disability and the need for accommodation. Keep in mind that the Company can only seek to accommodate the known physical or mental limitations of an otherwise qualified individual. Therefore, it is your responsibility to come forward if you are in need of an accommodation. The Company will engage in an interactive process with the employee to identify possible accommodations, if any will help the applicant or employee perform the job.

2D Confidentiality

In the course of employment with the Company, employees may have access to “Confidential Information” regarding the Company, which may include its business strategy, future plans, financial information, contracts, suppliers, customers, personnel information or other information that the Company considers proprietary and confidential. Maintaining the confidentiality of this information is vital to the Company’s competitive position in the industry and, ultimately, to its ability to achieve financial success and stability. Employees must protect this information by safeguarding it when in use, using it only for the business of the Company and disclosing it only when authorized to do so and to those who have a legitimate business need to know about it. This duty of confidentiality applies whether the employee is on or off the Company’s premises, and during and even after the end of the employee’s employment with the Company. 

This duty of confidentiality also applies to communications transmitted by the Company’s electronic communications. See also Internet, Email and Computer Use policy, herein.

As a condition of employment with the Company, all employees must sign a Non-Disclosure Agreement only when applicable.

2E Employment of Minors

The FLSA’s child labor provisions, which the Company strictly adheres to, are designed to protect the educational opportunities of youth and prohibit their employment in jobs that are detrimental to their health and safety. Generally speaking, the FLSA sets the minimum age for employment (14 years for non-agricultural jobs), restricts the hours youth under the age of 16 may work, and prohibits youth under the age of 18 from being employed in hazardous occupations. In addition, the FLSA establishes subminimum wage standards for certain employees who are less than 20 years of age, full-time students, student learners, apprentices, and workers with disabilities. Employers generally must have authorization from the U.S. Department of Labor’s Wage and Hour Division (WHD) in order to pay sub-minimum wage rates. At Fear Columbus, the minimum age requirement in order to work is 16. No acceptions.

2F Employment of Relatives

The Company recognizes that the employment of relatives in certain circumstances, such as when they will work in the same department, supervise or manage the other, or have access to confidential or sensitive information regarding the other, can cause problems related to supervision, safety, security or morale, or create conflicts of interest that materially and substantially disrupt the Company’s operations. When the Company determines any of these problems will be present, it will decline to hire an individual to work in the same department as a relative. Relatives subject to this policy include: father, mother, sister, brother, current spouse or domestic partner, child (natural, foster, or adopted), current mother-in- law, current father-in-law, grandparent, or grandchild.

If present employees become relatives during employment, the Company should be notified so that we may determine whether a problem involving supervision, safety, security or morale, or a conflict of interest that would materially and substantially disrupt the Company’s operations exists. If the Company determines that such a problem exists, the Company will take appropriate steps to resolve the problem, which may include reassignment of one relative (if feasible) or asking for the resignation of one of the relatives.

2G Personnel Records and Employee References

The Company maintains a personnel file and payroll records for each employee as required by law. Personnel files and payroll records are the property of the Company and may not be removed from Company premises without written authorization. Because personnel files and payroll records are confidential, access to the records is restricted. Generally, only those who have a legitimate reason to review information in an employee’s file are allowed to do so. 

Disclosure of personnel information to outside sources will be limited. However, the Company will cooperate with requests from authorized law enforcement or local, state, or federal agencies conducting official investigations and as otherwise legally required.

Employees may contact Nick and/or Jess to request a time to review their payroll records and/or personnel file. With reasonable advance notice, an employee may review his or her own records in the Company’s offices during regular business hours and in the presence of an individual appointed by the Company to maintain the records. No copies of documents in your file may be made, with the exception of documents that you have previously signed. You may add your comments to any disputed item in the file. Employees may also view all logged hours on their Haunt Scheduler profile anytime and anywhere.

By policy, the Company will provide only the former or present employee’s dates of employment and position(s) held with the Company. Compensation information may also be verified if written authorization is provided by the employee.

Keeping an accurate record of time worked (meaning clocking in and clocking out on time) is 100% up to the employee. Although we understand things do happen, we cannot keep an accurate mental record of what employees were here and for what hours which is why we have a software to do that for us. All employees will be entitled to a one time pass where their hours will manually be adjusted. After that, however, employees should be aware that we will not be going in and manually entering hours every night.

  • Employee forgets to clock in on time: They will be allowed to clock in when they remember and they will begin getting paid at time of clock-in.
  • Employee forgets to clock out: Their clock-out time will be adjusted to the time that doors close, not when they were dismissed.
  • Employee forgets to clock in at all: Employee will not be paid for their time if they forget to clock in. Each employee will get a one time pass, but will only be paid for operational hours and not for any time they were here before that.

2H Privacy

The Company is respectful of employee privacy. All employee demographic and personal information will be shared only as required in the normal course of business. Healthcare enrollment information is kept in a separate folder from other human resources forms. Workers’ Compensation information is not considered private healthcare information; however, this information will be released only on a need-to-know basis.

The Company does not make or receive any private healthcare information through the course of normal work. If any employee voluntarily shares private healthcare information with a member of management, this information will be kept confidential. If applicable, the Company will set up guidelines for employees and management to follow to ensure that company employees conform to the requirements of the Health Insurance Portability and Accountability Act (HIPAA).

2I Immigration Law Compliance

In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 on the date of hire and present documentation establishing identity and employment eligibility within three business days of date of hire. Former employees who are rehired must also complete an I-9 form if they have not completed an I-9 form with the Company within the past three years, or if their previous I-9 form is no longer retained or valid. You may raise questions or complaints about immigration law compliance without fear of reprisal.

2J Political Neutrality

Maintenance of individual freedom and our political institutions necessitates broad scale participation by citizens concerning the selection, nomination and election of our public office holders. 

The Company will not discriminate against any employee because of identification with and support of any lawful political activity. Company employees are entitled to their own personal political position. The Company will not discriminate against employees based on their lawful political activity engaged outside of work. If you are engaging in political activity, however, you should always make it clear that your actions and opinions are your own and not necessarily those of the Company, and that you are not representing the Company.

Section 3: Hours of Work and Payroll Practices

3A Pay Periods and Paydays

All employees will be paid twice during the season, and those dates will be provided to you at the beginning of each season. For off season events, pay will be the Friday following the event. All employees are paid by check or direct deposit on the above-mentioned payday. If the regular payday falls on a weekend or Company holiday, employees will be paid on the last business day before the holiday and/or weekend.

If there is a change in address, banking, or anything at all that could affect you getting paid on time, you need to make us aware by filling out a new employee paperwork to make the updates.

3B Overtime

Nonexempt employees will be paid in accordance with federal and Ohio state law.

In Ohio, with some exceptions, the standard work week for employees should not exceed 40 hours per week. Should the Company find it necessary to employ an employee in excess of this standard, overtime hours shall be compensated at the rate of one and one-half times the regular rate of pay.

All overtime work by non-exempt employees must be authorized in advance by their manager. Only hours actually worked will be used to calculate overtime pay.

3C Rest Periods

All rest periods will be in accordance with Ohio state law.

To the extent Ohio state law does not require rest and meal breaks, nonexempt employees will be provided a 15-minute rest break during their shift. This time is counted and paid as time worked. Smoking will not be permitted during your shift, meaning from the time you clock in until the time you clock out. Since shifts, including your 15 minute breaks, are paid, we will not allow smoking during this time.

If you need to sit out momentarily for an injury or illness, that will serve as your 15 minute break. If you’ve already taken your break for the night, this time will be recorded and marked as unpaid. Should you sit out for more than 15 minutes, you will need to clock out and go home. We do not allow employees who are off the clock to remain in the cast lounge out of fairness to all other employees.

Failure to return to your position by the time your break is complete will result in a thirty minute pay reduction. Failure to return to your spot at all will result in a total pay reduction for the night.

3D Time Cards

Nonexempt employees are required to keep an accurate and complete record of their attendance and hours worked. This will be done via our software, Haunt Scheduler. Time cards are official business records and may not be altered without the employee’s supervisor’s approval and may not be falsified in any way. Employees will sign in and out on a tablet or a physical timesheet. Should there be a technical issue, a Lead will be responsible for keeping track of employees hours. Should an employee leave their shift without proper notice, they will not be paid for that shift.

Keeping an accurate record of time worked (meaning clocking in and clocking out on time) is 100% up to the employee. Although we understand things do happen, we cannot keep an accurate mental record of what employees were here and for what hours which is why we have a software to do that for us. All employees will be entitled to a one time pass where their hours will manually be adjusted. After that, however, employees should be aware that we will not be going in and manually entering hours every night.

Employee forgets to clock in on time: They will be allowed to clock in when they remember and they will begin getting paid at time of clock-in.
Employee forgets to clock out: Their clock-out time will be adjusted to the time that doors close, not when they were dismissed.
Employee forgets to clock in at all: Employee will not be paid for their time if they forget to clock in. Each employee will get a one time pass, but will only be paid for operational hours and not for any time they were here before that.

3E Payroll Deductions

Various payroll deductions are made each payday to comply with federal and state laws pertaining to taxes and insurance. Deductions will be made for the following: Federal and State Income Tax Withholding, Social Security, Medicare, State Disability Insurance & Family Temporary Disability Insurance, and other items designated by you or required by law (including a valid court order). You can adjust your federal and state income tax withholding by completing the proper federal or state form and submitting it to Accounting or Human Resources. 

At the start of each calendar year, you will be supplied with your Wage and Tax Statement (W-2) form for the prior year. This statement summarizes your income and deductions for the year.

3F Wage Garnishment

A garnishment is a court order requiring an employer to remit part of an employee’s wages to a third party to satisfy a just debt. Once the Company receives the legal papers ordering a garnishment, we are required by law to continue making deductions from your check until we have withheld the full amount or until we receive legal papers from the court to stop the garnishment. Even if you have already paid the debt, we still need the legal papers to stop the garnishment.

3G Direct Deposit

All employees are encouraged, but not required, to use direct deposit and have their paychecks deposited into a bank account of an accredited participating bank or credit union. Should there be an issue with Direct Deposit, a check will be issued to ensure employees get paid accurately and on time.

3H Rates

Listed below are the common rates for the positions held at Fear Columbus. Although it is never a guarantee, rates may fluctuate based on experience or time with the company. Bonuses may also be given to reward a job well done. 

Performance Lead: $12/Hour

Event Lead: $12/hour

Creepers/Roamers: $11/Hour

Staff Coordinator: Salary

Performance and Event: $10/Hour

Makeup Artists: $15/Hour

Section 4: Standards of Conduct and Employee Performance

4A Anti-Harassment and Discrimination

The Company is committed to providing a work environment free of sexual or any form of unlawful harassment or discrimination. Harassment or unlawful discrimination against individuals on the basis of race, religion, creed, color, national origin, sex, pregnancy, sexual orientation, gender identity, age, ancestry, physical or mental disability, genetic information, marital status or any other classification protected by local, state or federal laws is illegal and prohibited by Company policy. Such conduct by or towards any employee, contract worker, customer, vendor or anyone else who does business with the Company will not be tolerated. Any employee or contract worker who violates this policy will be subject to disciplinary action, up to and including termination of his or her employment or engagement. To the extent a customer, vendor or other person with whom the Company does business engages in unlawful harassment or discrimination, the Company will take appropriate corrective action.

  • Prohibited Conduct: Prohibited harassment or discrimination includes any verbal, physical or visual conduct based on sex, race, age, national origin, disability or any other legally protected basis if:
    • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or engagement.
    • Submission to or rejection of such conduct by an individual is used as the basis for decisions concerning that individual’s employment or engagement; or
    • It creates a hostile or offensive work environment.
  • Prohibited harassment includes (but is not limited to):
    • Unwelcome sexual advances, requests for sexual favors and lewd, vulgar or obscene remarks, jokes, posters or cartoons, and any unwelcome touching, pinching or other physical contact.
    • Other forms of unlawful harassment or discrimination may include racial epithets, slurs and derogatory remarks, stereotypes, jokes, posters or cartoons based on race, national origin, age, disability, marital status or other legally protected categories. Prohibited harassment might also be transmitted using the Company’s electronic communications system, or through other on-line conduct.
  • Complaint Procedure:
    • Employees or contract workers who feel that they have been harassed or discriminated against, or who witness any harassment or discrimination by an employee, contract worker, customer, vendor or anyone else who does business with the Company, should immediately report such conduct to their supervisor or any other member of management.
    • Do not allow an inappropriate situation to continue by not reporting it, regardless of who is creating the situation. No employee, contract worker, customer, vendor or other person who does business with this organization is exempt from the prohibitions in this policy.
    • In response to every complaint, the Company will conduct an investigation which may involve interviewing witnesses if warranted and, if improper conduct is found, take appropriate corrective action.
    • To the extent that an employee or contract worker is not satisfied with the Company’s handling of a harassment or discrimination complaint, he or she may also contact the appropriate state or federal enforcement agency for legal relief.

4B: Workplace Relationships

Ohio Law recognizes the age of consent to be 16 years old, and the Company recognizes this and will act in accordance. 

Workplace relationships will be permitted with the understanding that what happens within that relationship only involves the individuals, not the Company, and that the relationship is consensual between the individuals involved. Should there be issues within the relationship, those issues should not affect their jobs while they are here. Should relationship issues between employees leak into their professional work, both employees will be terminated.

Should an employee feel uncomfortable if another employee approaches them romantically, it is up to that employee to speak up and let the pursuer know. If the uncomfortable individual needs to repeat how uncomfortable they are to someone more than once, it becomes an issue. Should the pursuer persist after being shut down, the person being made uncomfortable should alert a member of the core team (preferably Nick or Jess). Alleged incidents will warrant an investigation and should include evidence to back up claims. Allegations without proof do not provide a solid foundation to base a fair case off of. Examples of evidence can include, but is not limited to, text/message/email conversations, photos, or being able to name a time and place the incident occurred to see if it was caught on one of the numerous cameras around the building.

To the extent that Ohio Law considers 16 to be the legal age of consent, the Company will act in accordance with the law. However, the Company deeply encourages the use of the individual’s best judgement within these situations and urges relationships to remain within an appropriate age range.

If the consensual relationship ends, both parties agree to remain civil and polite at work. False claims made due to the relationship ending are just as eligible for termination as sexual misconduct.

4C Attendance

Punctuality and regular attendance are essential to the successful operation of the Company’s business. If an employee is unable to report to work (or to report to work on time) for any reason, the employee must notify his or her supervisor before his or her starting time.

If an employee desires to leave work for any reason during the workday, the employee must obtain the approval of his or her supervisor prior to leaving. In the event that the employee fails to call his or her supervisor or report for work for 3 workdays, the employee will be deemed to have voluntarily resigned from his or her employment with the Company and will be removed from the payroll. Excessive absenteeism or tardiness may subject the employee to disciplinary action, up to and including termination.

  • Attendance 
    • Upon being hired, whether it be for the season or for an off season event, you will become part of the cast and be eligible to work all events. By accepting a position with us, you agree to work the season as well as off season events, and will be added to the schedule just as you would any other job. You will be expected to make arrangements and show up as scheduled. Ample notice will be given prior to these events. There will of course be exceptions which we can discuss on an individual and private basis.
    • Employees will be allowed 5 unpaid excused absences during the calendar year that can be taken during the season as well as off season events. 2 or more of these days can be taken for off season event, but a max limit of 3 can be used during the season. These days should be taken only if you cannot work due to an illness or prior commitment. You must put the request in writing at least 2 weeks prior to be submitted only to Jess, and it must be approved.
    • Employees will not be permitted under any circumstances to call off just in order to walk through the attractions.
    • Employees should be aware that if their request is not approved and they still do not show up to work, they will be marked as a “no call/no show”, and disciplinary action will be taken.
    • Any employee who calls off for an illness will not be allowed to return to work without a note from a doctor or physician approving them to work.
    • Please note that, given the nature of our business, you will be required to work some holidays, especially Halloween. Most off season events are planned around holidays such as, but not limited to, Christmastime, Valentine’s Day, summer holidays, and Halloween. 

4D Discipline and Standards of Conduct

As an at-will employer, the Company may impose discipline whenever it determines it is necessary or appropriate. Discipline may take various forms, including verbal counseling, written warnings, suspension, demotion, transfer, reassignment or termination. The discipline imposed will depend on the circumstances of each case; therefore, discipline will not necessarily be imposed in any particular sequence. Moreover, at any time the Company determines it is appropriate, an employee may be terminated immediately.

Every organization must have certain standards of conduct to guide the behavior of employees. Although there is no possible way to identify every rule of conduct, the following is an illustrative list (not intended to be comprehensive or to limit the Company’s right to impose discipline for any other conduct it deems inappropriate). 

Keep in mind that these standards of conduct apply to all employees whenever they are on Company property and/or conducting Company business (on or off Company property). Engaging in any conduct the Company deems inappropriate may result in disciplinary action, up to and including termination.

  • Dishonesty
  • Falsification of Company Records
  • Unauthorized use or possession of property that belongs to the Company, a coworker, or of the public: 
  • Possession or control of illegal drugs, weapons, explosives, or other dangerous or unauthorized materials. 
  • Fighting, engaging in threats of violence or violence, use of vulgar or abusive language, horseplay, practical jokes, or other disorderly conduct that may endanger others or damage property.
  • Insubordination, failure to perform assigned duties, or failure to comply with the Company’s health, safety or other rules
  • Unauthorized or careless use of the Company’s materials, equipment, or property.
  • Unauthorized and/or excessive absenteeism or tardiness
  • Lack of teamwork, poor communication, unsatisfactory performance, unprofessional conduct, or conduct improper for the workplace
  • Sexual or other illegal harassment or discrimination
  • Unauthorized use or disclosure of the Company’s confidential information
  • Poor Behavior Online
  • Violation of any Company Policy. 

4E Dress Code

The Acting Cast will be expected to arrive dressed in solid, all black clothing. Logos or graphics of any kind will not be accepted. Costumes will be provided upon arrival, but please wear clothes that can get dirty! On occasion, you may be told to wear something other than black clothing, but that will come directly from your Performance Leads.

The Event Cast can dress casually, but appropriately. Any logos, phrases, or graphics on clothing should be non-offensive (i.e. no profanity or nudity). An event staff shirt or jacket will be proved for you to wear during operation hours. In some instances, Event Cast members may be working in cold conditions, so please make sure to come prepared!

4F Safety

The Company is committed to providing a safe workplace. Accordingly, the Company emphasizes “safety first.” It is the employee’s responsibility to take steps to promote safety in the workplace and work in a safe manner. By remaining safety conscious, employees can protect themselves and their coworkers. Employees are expected to promptly report all unsafe working conditions, accidents and injuries, regardless of how minor so that any potential hazards can be corrected.

4G Substance and Abuse

The Company is committed to providing its employees with a safe and productive work environment. In keeping with this commitment, it maintains a strict policy against the use of alcohol and the unlawful use of drugs in the workplace. Consequently, no employee may consume or possess alcohol, or use, possess, sell, purchase or transfer illegal drugs at any time while on the Company’s premises or while using the Company vehicles or equipment, or at any location during work time.

No employee may report to work with illegal drugs (or their metabolites) or alcohol in his or her bodily system. The only exception to this rule is that employees may engage in moderate consumption of alcohol that may be served and/or consumed as part of an authorized Company social or business event. “Illegal drug” means any drug that is not legally obtainable or that is legally obtainable but has not been legally obtained. It includes prescription drugs not being used for prescribed purposes or by the person to whom it is prescribed or in prescribed amounts. It also includes any substance a person holds out to another as an illegal drug.

Any violation of this policy will result in disciplinary action, up to and including termination.

Any employee who feels he or she has developed an addiction to, dependence upon, or problem with alcohol or drugs, legal or illegal, is strongly encouraged to seek assistance before a violation of this policy occurs. Any employee who requests time off to participate in a rehabilitation program will be reasonably accommodated. However, employees may not avoid disciplinary action, up to and including termination, by entering a rehabilitation program after a violation of this policy is suspected or discovered.

4H Workplace Searches

All offices, desks, file drawers, cabinets, lockers, Company vehicles, and other Company equipment (including but not limited to computers, e-mail and voice mail) and facilities or any area on Company premises are the property of the Company (“Company Property”), and are intended for business use. Employees should have no expectation of privacy with respect to Company property and/or items stored within Company Property or on Company premises. Inspection may be conducted at any time, without notice, at the discretion of the Company.

In addition, when the Company deems appropriate, employees may be required to submit to searches of their personal vehicles, parcels, purses, handbags, backpacks, briefcases, lunch boxes or any other possessions or articles brought on to the Company’s premises.

Persons entering the premises who refuse to cooperate in an inspection conducted pursuant to this policy may not be permitted to enter the premises. All employees must cooperate in an inspection; failure to do so is insubordination and will result in disciplinary action, up to and including termination.

4I Internet, Email and Computer Use Policy

The Company uses various forms of electronic communication including, but not limited to: computers, email, telephones, voicemail, instant message, text message, Internet, cell phones and smartphones (hereafter referred to as “electronic communications”). The electronic communications, including all software, databases, hardware, and digital files, remain the sole property of the Company and are to be used only for Company business and not for personal use.

The following rules apply to all forms of electronic communications and media that are: (1) accessed on or from Company premises; (2) accessed using the Company computer or telecommunications equipment, or via Company-paid access methods; and/or (3) used in a manner which identifies the Company. The following list is not exhaustive and the Company may implement additional rules from time to time.

Electronic communication and media may not be used in any manner that would be discriminatory, harassing, or obscene, or for any other purpose that is illegal, against Company policy, or not in the best interest of the Company. Employees who misuse electronic communication and engage in defamation, copyright or trademark infringement, misappropriation of trade secrets, discrimination, harassment, or related actions will be subject to discipline, up to and including termination. Employees may not install personal software on Company computer systems.

Employee’s own electronic media may only be used during breaks. All other Company policies, including the Company’s no tolerance for discrimination, harassment, or retaliation in the workplace apply.

All electronic information created by any employee on Company premises or transmitted to Company property using any means of electronic communication is the property of the Company and remains the property of the Company. You should not assume that any electronic communications are private or confidential and should transmit personal, sensitive information in other ways. Personal passwords may be used for purposes of security, but the use of a personal password does not affect the Company’s ownership of the electronic information. The Company will override all personal passwords, only if necessary.

The Company reserves the right to access and review electronic files, messages, internet us, blogs, tweets, instant messages, text messages, email, voicemail, and other digital archives, and to monitor the use of electronic communications as necessary to ensure that no misuse or violation of Company policy or any law occurs. All such information may be used and/or disclosed to others, in accordance with business needs and the law. The Company reserves the right to keep a record of all passwords and codes used and/or may be able to override any such password system.

Employees are not permitted to access the electronic communications of other employees or third parties unless directed to do so by Company management. 
No employee may install or use anonymous email transmission programs or encryption of email communications.

Employees who use devices on which information may be received and/or stored, including but not limited to cell phones, portable computers, fax machines, and voicemail communications are required to use these methods in strict compliance with the Confidentiality section of this Handbook. These communication tools should not be used for communicating confidential or sensitive information of any trade secrets. 
Access to the Internet, websites, and other types of Company-paid computer access are to be used for Company business only. Any information about Fear Columbus Haunted House, its products or services, or other types of information that will appear in the electronic media about the Company must be approved before the information is placed on any other electronic information resource that is accessible to others.

4J Social Media Policy

Fear Columbus Haunted House is committed to utilizing social media to enhance its profile and reputation, to listen and respond to customer opinions and feedback, and to drive revenue, loyalty and advocacy. We encourage employees to support our activities through their personal social networking channels while adhering to the guidelines outlined in this section.

For the purpose of this section, social media and networking refers to the use of web-based and mobile applications for social interaction and the exchange of user-generated content. Social media channels can include, but are not limited to: Facebook, Twitter, LinkedIn, YouTube, blogs, review sites, forums, online communities and any similar online platforms.

Employees are expected to conduct themselves in a professional manner and to respect the views and opinions of others. The Company and its employees are committed to conducting ourselves in accordance with best industry practices in social networking, to being responsible citizens and community members, to listening and responding to feedback, and to communicating in a courteous and professional manner. Behavior and content that may be deemed disrespectful, dishonest, offensive, harassing or damaging to the company’s interests or reputation are not permitted. The use of social media channels on company time for personal purposes is not allowed.

Any social media contacts, including “followers” or “friends,” that are acquired through accounts (including but not limited to email addresses, blogs, Twitter, Facebook, YouTube, LinkedIn, or other social media networks) created on behalf of the Company will be the property of the Company.

Employees must not disclose private or confidential information about the Company, its employees, clients, suppliers or customers on social networks. Employees must respect trademarks, copyrights, intellectual property and proprietary information. No third-party content should be published without prior permission from the owner.

The Company maintains the right to monitor company-related employee activity in social networks. Violation of policy guidelines is grounds for discipline, up to and including termination.

4K Cell Phone Policy

The use of personal cell phones at work is not allowed because it can interfere with work and be disruptive to others. Therefore, employees who bring personal cell phones to work are required to keep the ringer shut off or placed on vibrate mode when they are in the building, and to keep cell phone use confined to breaks. Conversations should be had away from areas where other employees are working. When cell phone use interferes with the satisfactory performance of an employee’s duties or disturbs others, the privilege of using a personal cell phone at work may be taken away and other disciplinary action, up to and including termination, may be imposed.

The Company may provide cell phone allowances to employees in certain positions in an effort to improve efficiency and effectiveness. When cell phones are used for Company business, employees must comply with all Company policies governing conduct, including our policies prohibiting discrimination, harassment, and violence in the workplace. When using the cell phone in a public place, please remember to maintain the confidentiality of any private or confidential business information. As a courtesy to others, please shut cell phones off or place on vibrate mode during meetings.

Section 5: Employee Benefits and Services

5A Workers’ Compensation

All states have Workers’ Compensation laws whose purpose is to promote the general welfare of people by providing compensation for accidental injuries or death suffered in the course of employment. These laws are designed to provide protection to workers suffering occupational disabilities through accidents arising out of, and in the course of employment. Fear Columbus Haunted House carries Workers’ Compensation Insurance for all employees and pays the entire cost of the insurance program. An employee who suffers an injury or illness in connection with the job is usually eligible to receive payment through the insurance company for lost wages. In addition to disability payments, necessary hospital, medical and surgical expenses are covered under Workers’ Compensation, with payments being made directly to the hospital or physician. Workers’ Compensation benefits to injured workers also include assistance to help qualified injured employees return to suitable employment.

5B Social Security Benefits (FICA)

During your employment, you and the Company both contribute funds to the Federal government to support the Social Security Program. This program is intended to provide you with retirement benefit payments and medical coverage once you reach retirement age.

5C Unemployment Insurance

The company pays a state and federal tax to provide employees with unemployment insurance coverage in the event they become unemployed through no fault of their own or due to circumstances described by law. This insurance is administered by applicable state agencies, who determine eligibility for benefits, the amount of benefits (if any), and duration of benefits.

Section 6: Employee Leaves of Absence and Time Off

6A General

While regular attendance is crucial to maintain business operations, the Company recognizes that, for a variety of reasons, employees may need time off from work. The Company has available a number of types of leaves of absence. Some are governed by law and others are discretionary. For all planned leaves, however, employees must submit a request at least 14 days in advance; in case of emergencies, employees should submit the request as soon as they become aware of the need for leave. All leaves must have the approval of Company management. If, during a leave, an employee accepts another job, engages in other employment or consulting outside of the Company, or applies for unemployment insurance benefits, the employee may be considered to have voluntarily resigned from employment with the Company.

All requests for a leave of absence will be considered in light of their effect on the Company and its work requirements, as determined by Company management, which reserves the right to approve or deny such requests in its sole discretion, unless otherwise required by law. For disability-related leave requests, the Company will engage in an interactive process with the employee to determine if a leave is the most appropriate accommodation. The employee must provide a certification from his or her health care provider to the Company to support a leave for medical reasons. Failure to provide the required certification to the Company in a timely manner will result in delay or denial of leave. If an employee requires an extension of leave, the employee must request such extension and have it approved before the expiration of the currently approved leave.

While the Company will make a reasonable effort to return the employee to his or her former position or a comparable position following an approved leave of absence, there is no guarantee that the employee will be reinstated to his or her position, or any position, except as required by law.

6B Pregnancy-Disability Leave

Employees who are disabled on account of pregnancy, childbirth, or a related medical condition may request an unpaid leave of absence. Due to the seasonal nature of the business, maternity leave is not available. However, it will not be held against any employee who needs to take time off for a pregnancy or childbirth.

In accordance with our “Safety First” policy, any employee experiencing a pregnancy will not be permitted to work within the attraction, unless approved to do so by a doctor. However, it will ultimately be up to the Company’s discretion. Due to the very physical nature of acting inside the haunt, we feel it’s safest to keep anyone expecting out of harm’s way. We will gladly accommodate you as part of the team, but most likely as an Event Cast member.

6C Family and Medical Leave

Eligible employees may request a family and medical leave of absence under the federal Family Medical Leave Act (“FMLA”) in the circumstances described below. Again, given the seasonal nature of this business, an employee may need to take the season off, but it will not affect their future employment should it be for any of the reasons below.

  • The birth of an employee’s child or the placement of a child with the employee for foster care or adoption.
  • The care of the employee’s spouse or registered domestic partner, child, or parent with a “serious health condition”.
  • The “serious health condition” of the employee.
  • Because of any qualifying exigency arising out of the fact that the employee’s spouse, child, or parent is on active duty or has been notified of an impending call or order to active duty, in the Armed Forces in support of a contingency operation or to care for a covered service member (who is the employee’s spouse, child, parent, or next of kin) with a serious illness or injury.

A “serious health condition” is one that requires inpatient care in a hospital or other medical care facility or continuing treatment or supervision by a health care provider.

A “covered service member” is a member of the Armed Forces (including National Guard or Reserves) who is the employee’s spouse, child, parent or next of kin, and 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 incurred in the line of duty.

A “serious illness or injury” is an injury or illness incurred in the line of duty while on active duty in the Armed Forces that may render the member medically unfit to perform the duties of the member’s office, grade, rank or rating.

Medical Certification: When leave is requested for medical reasons, the employee must submit a medical certification from the health care provider that establishes the employee is eligible for family and medical leave. The certification must be provided as soon as is reasonably practical, and not later than the date leave begins or within 15 days of the Company’s request, whichever is later. When the leave is requested because of the employee’s own serious health condition, the certification must include: (1) the date the serious health condition commenced, (2) the probable duration of the serious health condition, and (3) a statement that, because of the serious health condition, the employee is unable to work or needs medical treatment.

When leave is requested to care for a family member who is ill or injured, the certification must contain: (1) verification the family member has a serious health condition or serious injury or illness, as defined above, and the date such condition began, (2) the probable duration of the condition, (3) an estimate of the amount of time the health care provider believes the employee will be needed to care for the family member or covered service member, and (4) a statement that the condition warrants the participation of the employee to provide care. 

The Company reserves the right to contact the health care provider to seek clarification of information in the certification, as needed, and may require recertification, as appropriate.

Before returning to work at the conclusion of a leave due to the employee’s own serious health condition, the employee is required to provide a certification from his or her health care provider regarding the employee’s fitness for duty. The employee must provide the required medical certification to the Company in a timely manner to avoid a delay or denial of leave.

If the employee does not return to work on the first workday following the expiration of an approved family and medical leave, the employee will be deemed to have resigned from his or her employment. Upon returning from such a leave the employee will normally be reinstated to his or her original or an equivalent position and will receive pay and benefits equivalent to those the employee received prior to the leave, as required by law. In certain circumstances, “key” employees may not be eligible for reinstatement following a family and medical leave. The Company will provide written notice to any “key” employee who is not eligible for reinstatement.

6D Workers’ Compensation Leave

Any employee who is unable to work due to a work related injury or illness and who is eligible for Workers’ Compensation benefits will be provided an unpaid leave for the period required. The first 12 weeks will be treated concurrently as a family and medical leave under the federal Family Medical Leave Act (“FMLA”) for employees eligible for FMLA leave.

6E Jury Duty

U.S. citizens have a civic obligation to provide jury duty service when called.

By state law, an employer with more than 10 employees will pay the first $40 of wages for the first three days of jury duty.By state law, an employee may not be required to use annual, sick, or vacation leave to cover a jury duty absence.

The employee must bring in the jury duty notice as soon as it is received so that appropriate arrangements can be made to cover his or her duties. Employees are required to call in or report for work on those days or parts of days when their presence in court is not required.

6F Voting Time

Employees who are registered voters and who lack sufficient nonwork hours when polls are open to vote in any local, state, and national election may take reasonable time off work with pay for this purpose.