The following are a few of the Club’s policies as to which the Club desires to make each applicant aware:
Our Anti-Harassment Policy
Broken Sound Club will not tolerate harassment of or by any of our employees. Any form of harassment related to an individual's race, color, sex, religion, national origin, citizenship status, marital status, age, genetic information, or disability is a violation of this policy and will be treated as a disciplinary matter. Harassment of our employees by non-employees either on the property or while employees are engaged in Broken Sound Club business is also a violation of this policy.
For these purposes, the term harassment includes slurs or any other offensive remarks, jokes, or verbal, graphic, or physical conduct. Harassment also includes sexual advances, requests for sexual favors, unwelcome or offensive touching, and other verbal, graphic, or physical conduct of a sexual nature.
Our Smoke-Free Establishment Policy
To provide employees with a work environment free from danger, annoyance, and discomfort from exposure to smoking, smoking on Broken Sound Club property is not permitted, except in designated areas. This policy is intended to refer to all employees, members, and visitors.
Our Drug and Alcohol Policy
Broken Sound Club is committed to protecting the safety of employees and property. Illegal use, possession, sale, or consumption of drugs on Club property, in Club vehicles, or while on Club business is strictly prohibit ed. Unauthorized use, possession, or sale of alcoholic beverage on Club property, in Club vehicles, or while engaged in Club business is also prohibited. In addition, employees are expected to use good judgment regarding the use of alcohol at other times. Engaging in Club business or driving Club vehicles while impaired by alcohol or drugs is prohibited.
When a manager has reasonable suspicion that an employee has violated this policy, the manager (after consultation with Human Resources) may conduct a search. Violation of this policy, including refusal to permit a search, may result in disciplinary action, up to and including termination. In addition, off-duty conduct involving the illegal use, sale, possession, or consumption of drugs may reflect unfavorably on the Club and may be a basis for disciplinary action.
Applicant's Statement
I certify that the information contained in this application is correct to the best of my knowledge, and understand that falsification of this information or omission of material information is grounds for dismissal. I understand that this application will be given appropriate consideration, but its receipt does not imply that I will be employed.
I give my permission to the Club to contact any of the former employers or references listed to verify the information I have given and to release all records of my employment, including assessments of my job performance, ability, and fitness.
I understand that the Club reserves the right to require a drug/alcohol screen of an applicant or employee prior to employment, and any time during employment to the extent permitted by law, and I hereby give my consent to any such test.
I understand that according to the Club's pre-employment drug screening policy, I am required to submit a sample of my urine for analysis. I understand that this analysis will be conducted at a laboratory, by qualified laboratory personnel. The purpose of this analysis is to determine the presence or absence of non-prescribed or prohibited controlled substances in my urine.
I agree to conform to the rules and regulations of the Club. I understand that no manager or representative of the Club other than the Board of Governors has any authority to enter into any agreement for employment for any specific period of time or to make any agreement contrary to the foregoing and that any such agreement made by the Club must be in writing. |