Guidebook 2016 (Final)

Employee Motto

Exceptional Service Begins With Exceptional People

Exceptional Service Begins With Exceptional PeopleExceptional Service Begins With Exceptional People

Exceptional Service Begins With Exceptional People

Mission Statement

ABOVE AND BEYOND OUR GUESTS’ EXPECTATIONS

Through our commitment to maintaining positive attitudes, providing

exemplary service and superior accommodations.

Purpose

Welcome to The Broadmoor family! This guidebook has been designed

to serve two important purposes. The first is to make it easier for you to

learn about your new place of employment. The second is to provide you

with the information you need in order to become part of our successful

team.

Because there are hundreds of fellow employees working alongside you,

it is necessary that we all use the same set of guidelines and procedures

for everyone’s benefit. It is your responsibility to read through this

guidebook so that you know what to expect from us and what we will

expect from you.

This employee guidebook is provided for the convenience and

information of Broadmoor employees only. With the sole exception of

the Dispute Resolution Policy and Arbitration Agreement, discussion of

policies, procedures and benefits in this guidebook is informational only

and subject to change according to the needs of The Broadmoor and its

employees. With or without cause or notice, The Broadmoor

management reserves the right to interpret and modify the provisions of

this guidebook (with the exception of the Dispute Resolution Policy and

Arbitration Agreement) as they determine necessary.

With the exception of the Dispute Resolution Policy and Arbitration

Agreement, the contents of this guidebook do not constitute a contract

of employment either expressed or implied. Nothing contained in this

guidebook should be construed as a guarantee of continued

employment; but rather, the employment relationship with The

Broadmoor is on an at-will basis. This means that the employment

relationship may be terminated at any time by either the employee or

The Broadmoor for any reason not expressly prohibited by law. Any

written or oral statement to the contrary by a Supervisor, corporate

officer, or other agent of The Broadmoor is invalid and should not be

relied upon by any prospective or existing employee. This book and its

This book and its This book and its

This book and its

contents thereof supersede any previous editions of the employee

contents thereof supersede any previous editions of the employee contents thereof supersede any previous editions of the employee

contents thereof supersede any previous editions of the employee

guidebook. The policies and guidelines presented in this bo

guidebook. The policies and guidelines presented in this boguidebook. The policies and guidelines presented in this bo

guidebook. The policies and guidelines presented in this book are the

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Contents

ContentsContents

Contents

I. INTRODUCTION………………………….………………………………………………………. 10

President’s Welcome .......................................................................................... 12

The Broadmoor Tradition ................................................................................. 13

Anschutz Corporation ........................................................................................ 14

Building a Tradition of Excellence .................................................................. 14

II. HOTEL INFORMATION………………………………………………………..……………… 15

Dining and Entertainment ................................................................................ 23

Broadmoor Retail Shops .................................................................................... 26

Additional Offerings ........................................................................................... 31

The Broadmoor Wilderness Experience ....................................................... 31

III. GUEST RELATIONS……………………………………………….…………………………….. 34

Courtesy to our Guests ...................................................................................... 34

Addressing Guests .............................................................................................. 35

Guest Complaints ................................................................................................ 35

Broadmoor History of Excellence ................................................................... 37

Guest Accidents ................................................................................................... 37

Guest Privacy ........................................................................................................ 38

Guest Misconduct................................................................................................ 38

Guest V.I.P. Pin...................................................................................................... 39

Guest Contact ....................................................................................................... 39

Lost and Found .................................................................................................... 40

IV. POLICIES AND PROCEDURE GUIDELINES……………………………..………… 41

Employee Classification ..................................................................................... 41

Evaluation Period ................................................................................................ 41

Equal Employment Opportunity ..................................................................... 42

No Harassment Policy ........................................................................................ 43

Reasonable Accommodations/Modified Job Duties ................................ 44

Open Door Communication Policy ................................................................ 45

Dispute Resolution .............................................................................................. 46

Eating and Drinking Policy ............................................................................... 48

Smoke/Tobacco-Free Policy ............................................................................. 50

Dating Policy ......................................................................................................... 51

Reference Check Policy ...................................................................................... 51

Conflict of Interest Policy ................................................................................... 52

Confidentiality Policy .......................................................................................... 52

Package Pass ......................................................................................................... 52

Inspection Policy .................................................................................................. 53

Solicitation/Distribution Policy ......................................................................... 53

Disciplinary Policy ................................................................................................ 53

Standards of Conduct ........................................................................................ 55

Identification Card ............................................................................................... 58

Name Tags ............................................................................................................. 58

Uniforms ................................................................................................................. 59

Employee Entrances ........................................................................................... 59

Employee Parking................................................................................................ 60

Employment of Relatives ................................................................................... 61

Lockers .................................................................................................................... 62

Restrooms .............................................................................................................. 62

Elevators ................................................................................................................. 63

Telephones ............................................................................................................ 63

Recording for Evaluation Purposes ................................................................ 63

Meal Breaks ........................................................................................................... 64

B.B.C. (Broadmoor Beautification Committee) ........................................... 65

Maintenance FIXX Line ...................................................................................... 65

Job Postings, Promotions, and Transfers ...................................................... 65

Employee Self Service ......................................................................................... 66

Personnel Files ...................................................................................................... 67

Work Schedules ................................................................................................... 68

Hours of Work ...................................................................................................... 68

Attendance Guidelines ...................................................................................... 68

Reduction of Hours ............................................................................................. 69

Key Control ............................................................................................................ 70

Guest Room Master Keys (Card Key) ............................................................. 71

House Bank/Cashier Procedures .................................................................... 71

Personal Grooming Standards ........................................................................ 72

Company Device and System Usage Standards Overview ..................... 77

Standards for Electronic Devices Used for Company Business .............. 78

Backups and Data Storage ............................................................................... 79

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

Networks) .............................................................................................................. 79

Device and System Security Requirements .................................................. 82

Access and Disclosure ........................................................................................ 83

Waiver and Severability ..................................................................................... 84

Recording Devices in the Workplace............................................................. 84

Information/Computer Security and Proprietary Information ............... 84

Social Media Policy .............................................................................................. 85

Use of Hotel Facilities ......................................................................................... 90

Restaurant Use Pass ............................................................................................ 90

Employee/Guest Fraternization ...................................................................... 91

Food and Beverage Deliveries ......................................................................... 91

Lactation Accommodation Policy ................................................................... 91

Your Performance................................................................................................ 92

Post Evaluation Period ....................................................................................... 92

Annual Evaluation ............................................................................................... 92

Salary Administration ......................................................................................... 93

Sample Pay Period ............................................................................................... 93

Picking Up Paychecks ......................................................................................... 93

Clocking In/Out ................................................................................................... 94

Direct Deposit ....................................................................................................... 94

Tip Reporting ........................................................................................................ 94

Overtime ................................................................................................................ 94

Overtime Compensation ................................................................................... 95

Exit Process ............................................................................................................ 95

Final Checks .......................................................................................................... 97

Check Cashing ...................................................................................................... 98

Advance on Paychecks ...................................................................................... 98

Employee Communication & Recognition .................................................. 98

Projects, R

Recognition, I

Involvement, D

Dedication and E

Events Committee

(P.R.I.D.E.) ............................................................................................................... 98

Employee Recognition Programs ................................................................... 99

Manager of the Quarter .................................................................................. 100

Service Pins .......................................................................................................... 101

An Evening with the Stars .............................................................................. 101

Pioneer Club ........................................................................................................ 101

Publications ......................................................................................................... 101

“I Make it Better” Hotline ................................................................................. 102

Departmental Meetings ................................................................................... 102

Employee Open Forum ................................................................................... 102

Bulletin Boards ................................................................................................... 103

R.S.V.P. Hotline ................................................................................................... 103

V. BENEFITS……………………………………………………………………………….…………… 104

Broadmoor Café................................................................................................. 104

Restaurant Discounts........................................................................................ 104

Discounts on Purchases ................................................................................... 105

Laundry and Dry Cleaning Discount ........................................................... 105

Movie Passes ....................................................................................................... 105

Spa Discount ....................................................................................................... 105

Other Current Discounts ................................................................................. 106

Employee Resource Library ............................................................................ 106

Employee Access Automated Teller Machine (ATM) .............................. 107

Employee Fitness ............................................................................................... 107

Employee Assistance Program (EAP) – Centura Health Profile EAP .. 107

Hotel Chaplain/Counselor .............................................................................. 108

Tuition Reimbursement Policy ....................................................................... 108

Scholarship .......................................................................................................... 110

Vacation ............................................................................................................... 110

Holidays ................................................................................................................ 111

Personal Days ..................................................................................................... 112

Paid Sick Leave ................................................................................................... 112

Paid Time Off Note ............................................................................................ 113

Election Day ........................................................................................................ 113

Leaves of Absence ............................................................................................. 113

Personal Leaves of Absence ........................................................................... 113

Family and Medical Leave Act Policy ........................................................... 114

Military Related FMLA Leave .......................................................................... 120

Military Caregiver Leave .................................................................................. 120

Qualifying Exigency Leave ............................................................................. 122

Jury Duty Leave ................................................................................................. 124

Leave for Crime Victims ................................................................................... 124

Bereavement Leave .......................................................................................... 125

Military Leave ...................................................................................................... 125

Insurance Benefits ............................................................................................. 125

401(k) Retirement Savings Plan ..................................................................... 126

Bridge of Service Policy .................................................................................... 127

VI. HEALTH AND SAFETY……………………………………………………………..……….. 128

Safety and Security ............................................................................................ 128

Witness to Acts of Vandalism, Theft or Fire Incidents ............................ 129

Reporting Unsafe Conditions and Hazards ............................................... 129

Emergency Procedures .................................................................................... 130

Fire Safety ............................................................................................................. 130

Hazard Communication/Right-to-Know Program ................................... 130

Bloodborne Pathogens .................................................................................... 130

Personal Protective Equipment ..................................................................... 131

Lock-Out / Tag-Out ........................................................................................... 131

Quarterly Safety Meeting ................................................................................ 132

Hotel Vehicle Operation.................................................................................. 132

Distracted Driving.............................................................................................. 133

Drug and Alcohol Policy.................................................................................. 134

Work Related Accident/Illness Reporting ................................................... 136

Modified Duty/Return-To-Work .................................................................... 137

Non-Work Related Injury/Illness ................................................................... 137

Worker’s Compensation .................................................................................. 139

Fraudulent Worker’s Compensation Claims .............................................. 139

I.I.

I. INT

INTINT

INTRODUCTION

RODUCTIONRODUCTION

RODUCTION

Welcome to The Broadmoor Family! Our proud tradition of providing

excellent service to our guests was started in 1918 and continues to this

day. You make those memories and service experiences happen. Our

employees are the most important asset here at The Broadmoor.

Exceptional Service Begins With Exceptional People

Exceptional Service Begins With Exceptional PeopleExceptional Service Begins With Exceptional People

Exceptional Service Begins With Exceptional People

The senior management team at The Broadmoor, known as the Executive

Committee, is here to support you in delivering

exceptional service

to our

guests. You will meet them as you start your career at The Broadmoor.

Stephen Bartolin Jr.

Chairman

Jack Damioli

President & CEO

Executive Committee Continued

Executive Committee ContinuedExecutive Committee Continued

Executive Committee Continued

Cindy Johnson

Director of Human Resources

Barry Brown

Vice President of Sales and

Marketing

Terry McHale

Director of Facilities

Craig Reed

Director of Food & Beverage

Ann Alba

Resident Manager

Tim Hansen

Director of Finance

President’s Welcome

Welcome to The Broadmoor! It gives me great

pleasure to welcome you as a new member of our

staff to one of the finest resorts in all of the world.

This guidebook has been prepared to assist you in

understanding the guidelines, practices and

benefits that pertain to your employment. Since

this book is only meant as a guide, there will be

other subjects which your Supervisor may cover

with you in a group or on an individual basis. After

reading the guidebook, if you have any questions

please ask your Supervisor or a member of the Human Resources

Department.

Please remember that you play an important role in the overall success of

The Broadmoor. The Broadmoor is an outstanding resort, not because of

the beautiful physical facilities or its majestic setting, but because of our

extraordinary staff; each and every one of you! You give The Broadmoor

its character, personality, warmth, and charm as well as provide our most

important product – exceptional service to our guests.

Once again, welcome to The Broadmoor family. We hope that you will

find your work and association with The Broadmoor to be enjoyable,

rewarding, and long lasting.

Sincerely,

Jack Damioli

President & CEO

The Broadmoor Tradition

The Broadmoor’s present reflects it’s distinguished past in every phase of

operation. In large part, this is attributed to the staff, management, and

directors who have preserved elegant traditions for more than nine

decades.

The Broadmoor represents the culmination of one man’s dream to build

the finest hotel in the United States. The visionary, Spencer Penrose, was

many times a millionaire and one of the town’s most colorful and

prominent citizens. He made this dream a reality in 1918. Of his many

business and charitable pursuits, The Broadmoor remained foremost in

Mr. Penrose’s attentions and affections until his death in 1939. Penrose

endowed The Broadmoor and his numerous other holdings, to the El

Pomar Foundation, which he set up in 1937 as a non-profit philanthropic

organization to benefit the people and institutions of Colorado.

Over the years, a continuous expansion program has added to the

wonders of The Broadmoor. The Cheyenne Mountain Highway was

constructed by Spencer Penrose and the Cheyenne Mountain Zoo

opened. Mr. Penrose then added an indoor Riding Academy, which was

converted to an ice skating rink ten years later and is now the site of 150

deluxe rooms and suites. Other important openings include the Will

Rogers’ Shrine of the Sun, La Taverne, Terrace Pool, and The Hotel Bar.

As conventions and meetings increased business at the Hotel, the

facilities were further expanded. Since 1960, the following additions to

the 3,000 acre complex have been made: the South Tower of the Main

Complex, the International Center, the Golden Bee, Cheyenne Lodge, the

third 18-hole championship golf course, Broadmoor West, Colorado Hall,

West Ball Room, The Rocky Mountain Ball Room, West Tower, the Spa,

the Tennis Club, Lakeside Suites, the Cottages, Summit, Broadmoor Hall,

Play, Natural Epicurean, The Fish House, two Brownstones, The

Broadmoor’s Ranch at Emerald Valley, Cloud Camp, The Broadmoor

Fishing Camp, Ristorante del Lago, and the renovation of the original

West building adding 33 rooms. The Hotel continues to enhance and

update the many facilities and services offered to our guests. The

renovation of our restaurants and expansion of our retail shops has

helped to keep the tradition alive. Recreational activities such as golf,

tennis, swimming, paddle boating, white-water rafting, horseback riding,

and hot air ballooning are available. These activities, plus the many

famous scenic attractions of the Pikes Peak Region, help make The

Broadmoor one of the world’s premier destination resorts.

Anschutz Corporation

In October of 2011, the Anschutz Corporation, headed by Philip

Anschutz, purchased the Oklahoma Publishing Company, which

included The Broadmoor. Mr. Anschutz has pledged to continue the

stewardship and traditions of excellence which have made The

Broadmoor what it is today and invest in its future.

Building a Tradition of Excellence

A deep respect for The Broadmoor history and traditions endures and is

complemented with continued investment in renovation and restoration

of the beautiful facilities. With warm remembrances of the past, we look

to the future and follow the dream of Spencer Penrose to continue

upgrading and further enhancing The Broadmoor experience so it may

be enjoyed by future generations of employees and guests.

While The Broadmoor is rich in history, tradition, and ambiance, it is

ultimately our conscientious employees providing exceptional service in a

warm and friendly manner that makes The Broadmoor one of the world’s

finest resorts. The efforts of each and every employee together provide

our guests with the quality service and experience they have come to

expect from us.

II.

II.II.

II. HOTEL INFORMATION

HOTEL INFORMATIONHOTEL INFORMATION

HOTEL INFORMATION

The following questions are asked frequently by our guests. We like our

employees to be familiar with these questions so that they may assist

guests in a knowledgeable manner.

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

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

Penrose.

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

A) Spencer Penrose was intent on having his hotel be called The

BROADMOOR. There were other properties in the country with

the same name and there were copyright laws governing

duplicating this name. So Spencer raised the “A” making his logo

appear differently, thus circumventing the copyright laws.

Q) How far is it around the lake?

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

mile.

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

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

How many rooms and suites do we have?

A) The Broadmoor currently has 779 rooms including two

brownstones. This number increased from 746 following the

West renovation in 2014. One hundred thirty of our guest rooms

are considered suites, with seven of these rooms designated as

Signature Suites. These Signature Suites include the Penrose

Suite, Carlton Suite, Gaylord Suite, Edith K. Gaylord Suite, Parker

Suite, North Cheyenne Mountain Suite, and South Cheyenne

Mountain Suite. Forty-four of our rooms are part of the Golf

Course Cottages.

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

A) The Main Hotel Renovation, including the new Hotel Bar was

completed in April of 2002.

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

A) The West Building Renovation, including Ristorante Del Lago

and Natural Epicurean, was complete in May of 2014.

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

them?

A) On June 29, 1918 The Broadmoor Hotel opened its doors for

business. Founder Spencer Penrose was known for his marketing

genius and in the summer of 1920 decided on a plan to market

the awareness of The Broadmoor to the country. Being located

in Colorado Springs with a population of 8,000 people, this was

not an easy task.

Spencer decided he would invite the leading hoteliers of that

time to visit The Broadmoor and let them experience the luxuries

of this new Hotel. His invitation was delivered to 55 hoteliers

who were managing the grand hotels of America. These hotels

spanned the country from the East to the West coasts including

such famed hotels as the Concord, St. Regis, Waldorf, Vanderbilt,

and Plaza in New York City to the Del Coronado in San Diego.

Spencer estimated the combined worth of the hoteliers to be

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

Club.”

Spencer organized a series of Pullman cars to accompany his

own, and two luxury train cars, the Newport and the Mather,

whose stateroom suites would be used for entertainment during

the trip. The esteemed group departed on September 10, 1920

from Grand Central Station to bring them to The Broadmoor for

their week of festivities. Spencer had organized their entire trip

assuring them they were his guests. The only exception was that

Spencer requested them to bring “Six bottles of Eau de Cologne”

each.

You may not recall, but this trip was made during the period of

the “Great Drought” or Prohibition, as we all remember it.

Spencer had many friends and fortunately one of them was Mr.

Thomas E. Rush, an agent with the U.S. Custom and Treasury

Service. Mr. Rush actually sent Spencer a letter advising him on

how his friends should package their “gasoline,” as Mr. Rush

referred to the alcohol, so it would not be discovered during

their train trip. “If the guest intends on carrying supplies in their

grip, be sure they are locked separately… little chance of being

disturbed if they do this,” said Mr. Rush. Upon their arrival at The

Broadmoor, Spencer had a fleet of Pierce Arrow cars available for

their use, with or without a driver.

Spencer’s invitation outlined a week full of activities – airplane

races from Denver to Colorado Springs, polo matches, and car

races to the top of Pikes Peak (now known as the Pikes Peak Hill

Climb). The winner of this race was awarded the “Penrose Cup,”

a trophy valued at $5,000 at that time. Spencer’s invitation also

described the evenings to be filled with great food, drink,

entertainment, and “Dancing with your lovely wives.” However,

“Dancing with your lovely wives” was in very small font and was

printed on the bottom of the invitation. So, it was no surprise

when Spencer’s gentleman friends arrived without their wives.

The week concluded with all guests certainly knowing of The

Broadmoor and how truly exceptional it was.

Following their return home, a letter was written to Spencer

proclaiming him the “Prince of Entertainment.” Spencer was

invited to New York City the following year to be honored at the

Hotel Commodore on September 23, 1921. Only those invited to

The Broadmoor attended this evening and each was asked to

bring their testimonials. That evening Spencer was presented an

engraved silver plaque personally designed and built by Mr. Frost

of the famous House of Black, Starr and Frost. This event soon

turned into an annual dinner where these same individuals

returned to New York City to enjoy yet another evening of food,

drink and camaraderie. They soon named their group the

“Tavern Club” (In recognition, Spencer also named The

Broadmoor’s restaurant “The Tavern”). Membership in the group

was by recommendation only, and the individual had to have

unanimous approval. Even today, The Tavern Club continues to

meet on an annual basis.

As you exit, you will see the inscription “Au revoir, but not

goodbye.” These were Spencer’s parting words to his friends

who helped shape the story of “The Hotel Bar.”

Q) How many golf courses do we have?

A) We have three 18-hole championship golf courses. The East and

West courses were designed by Donald Ross and Robert Trent

Jones. The Mountain course has been re- designed by the Jack

Nicklaus Design Group. It re-opened in July of 2006 with a new

Mountain Clubhouse housing a small café and retail shop.

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

A) We have three swimming pools and three hot tubs on the

property. The Golf Club/Spa pools and hot tub are open year

round. The Terrace Pool and hot tubs are open seasonally.

Q) Can you swim or fish in the lake?

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

Q) Where can a guest make reservations for breakfast, lunch, dinner

or Sunday brunch?

A) For all in-house guests, reservations can be made through the

Concierge Department at Ext. 5252 or Central Dining at Ext.

5733. For all guests due to arrive and for our local patrons,

reservations can be made through the Central Dining

Department or by calling the restaurants directly. (Ex. Summit

577-5896)

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

A) Housekeeping fills the ice buckets each afternoon at 3:00pm and

at turndown. For additional ice, call Housekeeping at Ext. 5320.

It is complimentary.

Q) What are our room rates?

A) Room rates during the peak season range from $420 to $565,

with suites and cottages ranging from $650 to $5600 depending

on size and location. We often offer special promotions and

reduced rates.

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

A) The ducks and geese may not be fed. The Division of Wildlife and

State Law prohibits feeding waterfowl.

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

call?

A) The Concierge Department can arrange for baby-sitting and

children’s activities in the Bee Bunch Program. Call the Concierge

Desk at Ext. 5252. Other activities available include Bowling at

PLAY, shuffle board, and video games.

Q) Where can guests go dancing?

A) There is dancing in the Penrose Room and in La Taverne.

Dancing may be arranged in other places for special occasions.

Q) Which dining room is most formal?

A) The Penrose Room is our most formal dining room. Jackets

are required for men, evening wear for ladies.

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

A) The Golden Bee bar came to New York in the early 1900’s from

London, England. It is a restored authentic English Pub from the

19th century. It arrived at The Broadmoor on May 27, 1961 from

the London Terrace section of New York City.

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

Building?

A) The marble used in the South building’s staircase was imported

from Pisa, Italy. It is made in such a way that the marble is split

down the middle and laid so that it is a mirror image of itself. This

gives the marble the unique feather effect which is famously

called “book-matching.”

Q) Why does the lake not freeze over?

A) We have a specially designed aerification system that circulates

the water year round.

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

A) Shuttle service starts at 6:00am and ends at 1:30am each day.

The shuttles service the Main building, West building, South

Tower, Golf/Spa building, Event Center (Broadmoor Hall,

Colorado Hall, and International Center) and the Cottages.

Outside of the Hotel, the shuttle also may take guests to

Starsmore Visitor and Nature Center, the Cheyenne Mountain

Zoo, and a special shuttle for transportation to Seven Falls.

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

A) It was originally painted by a very superstitious and religious

Italian artist who thought that if he ever painted a perfect piece

of art, God would punish him. He believed that only God could

create something of perfection. When he was painting the

ceiling of the “Blue Room,” which is now called the Mezzanine,

he received so many compliments that he began to get worried.

He decided then to paint an intentional flaw into the picture. To

see this flaw, look at the couple dancing on either end of the

ceiling and notice the man’s feet.

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

A) The trophies belonged to Spencer Penrose and were originally

kept in the hunting lodge on Cheyenne Mountain. When the

lodge was destroyed in 1976, the trophies were brought to the

Hotel.

Q) What is our largest event center?

A) Broadmoor Hall is our newest and largest meeting space at

60,000 square feet. It is the largest pillar-less meeting space west

of the Mississippi (outside of Las Vegas) and has a full banquet

kitchen and a state of the art audio-visual system.

Q) What is the light on the mountain and where do the hourly

chimes come from?

A) Will Rogers’ Shrine of the Sun was built by Spencer Penrose

between 1934 and 1937; it stands dedicated to Will Rogers who

died in a plane crash in 1935. The elevation of the shrine is 8,136

feet on the top deck and provides breathtaking views of

Colorado Springs and the Pikes Peak Region.

Dining and Entertainment

Formal Dining

Penrose Room and Lounge

Penrose Room and LoungePenrose Room and Lounge

Penrose Room and Lounge

: A Five-Diamond, Five-Star restaurant, The

Penrose Room has a splendid view of the city and mountains on the top

floor of Broadmoor South. The Penrose Room features contemporary

French cuisine with live entertainment and dancing. The Penrose Room

is The Broadmoor’s most formal dining restaurant, open only for dinner.

Dress code requires a coat for men, tie is optional and ladies should be in

appropriate evening wear; no jeans, tennis shoes, or shorts are allowed.

Reservations are required for dinner. The dining room and lounge are

both non-smoking. The Penrose Room also features a demonstration

kitchen and Chef’s Table available for private parties. A semi-private room

overlooks the lake and mountains.

Ristorante del Lago

Ristorante del LagoRistorante del Lago

Ristorante del Lago

: Expanding The Broadmoor’s unparalleled culinary

program, Broadmoor West welcomes a brand new Adam D. Tihany

designed Italian restaurant, Ristorante del Lago. Situated on the

picturesque western edge of Cheyenne Lake, the new dining destination

offers a traditional Mediterranean villa appearance to complement a

menu of Italian regional cuisine and a robust Italian dominated wine list.

The restaurant features a patio offering spectacular lake views, a private

dining room, an expansive “community” dining table, a wine room,

charcuterie and cheese cellars, and an exhibition kitchen with a wood

burning oven and rotissiere.

Summit

SummitSummit

Summit

: The only free-standing restaurant, located in Broadmoor Hall. It

features a seasonal menu with a foundation of recognizable American

comfort foods using Colorado ingredients and French accents. Summit is

an Adam D. Tihany designed restaurant with a modern look but relaxed

atmosphere. The Summit is open for dinner only. Smart to business

casual attire, no shorts, athletic wear, or flip-flops. Jacket and tie are not

required.

Casual Dining

Lake Terrace Dining Room:

Lake Terrace Dining Room: Lake Terrace Dining Room:

Lake Terrace Dining Room:

This restaurant is the original elegant

Broadmoor dining room. It is located on the mezzanine level of

Broadmoor Main. The Lake Terrace Dining Room serves breakfast

Monday through Saturday, Sunday Brunch, and is available for private

dinner functions. Dress: Dressy casual. Reservations are strongly

recommended for Sunday brunch.

La Taverne:

La Taverne: La Taverne:

La Taverne:

Steaks and seafood served in a relaxed atmosphere.

Conveniently located in the lobby of Broadmoor Main, serving lunch and

dinner. Live dance music is available and reservations are suggested.

Dress: Resort casual.

Golden Bee:

Golden Bee: Golden Bee:

Golden Bee:

Reconstructed 19th century English Pub featuring

shepherd’s pie, yards of ale, and nightly piano sing-along music. It serves

sandwiches, soups and salads for both lunch and dinner and is located at

the east entrance of the International Center. Dress: Resort casual.

The Golf Club Dining Room:

The Golf Club Dining Room: The Golf Club Dining Room:

The Golf Club Dining Room:

Located in the Golf Club and Spa facility, this

dining room features an eclectic menu spanning the globe. Open daily

for lunch and dinner to Golf Club members and Hotel guests only. Dress:

Golf casual.

Natural Epicurean

Natural EpicureanNatural Epicurean

Natural Epicurean:

: :

With the re-imagining of Broadmoor West, comes The

Broadmoor’s latest café dining option. A philosophy of natural,

wholesome, and local cuisine to fuel the body and mind defines the

space which features a terrace with adjacent produce and herb garden

from which ingredients will be harvested. Large windows, wood flooring,

and an exhibition kitchen will make this an ideal place to gather for an

inspired meal. Dress: Resort casual.

Espresso News:

Espresso News: Espresso News:

Espresso News:

For the morning pick-me-up of espresso, cappuccino or

flavored coffee, plus juices, bakery items and breakfast sandwiches- you

get your day going in a positive way. To stay or to go, Espresso has it all

for you. Located in Broadmoor Main Lobby Level, Espresso News also

features sundry items such as magazines, toiletries, and snacks.

Pool Café:

Pool Café: Pool Café:

Pool Café:

Breezy pool side tables with wonderful mountain scenery for

basking sunbathers. Salads, snacks and sandwiches are offered, with a

full bar and pool side snack menu. Open only during the summer season

for Hotel guests and Golf Club members.

Mountain Clubhouse Grill:

Mountain Clubhouse Grill: Mountain Clubhouse Grill:

Mountain Clubhouse Grill:

A casual café located on the Mountain Golf

putting green. Menu includes salads, sandwiches, and a light appetizer

selections. Open seasonally. The small seating area does not require

reservations. Dress: Golf casual.

Play:

Play: Play:

Play:

The Broadmoor's newest dining and late night destination. Play at

The Broadmoor's "luxury retro" styling and eclectic menu have something

for everyone. Amid an atmosphere of sophisticated fun, Play serves fresh,

diverse eats suited for every palate and inspired by the Chef’s experiences

from around the globe. At the bar, delight in nostalgic cocktails

alongside an extensive Colorado beer, wine, and spirits program and

milkshakes made just for adults. Six lanes of bowling and a game room

take Play at The Broadmoor to the next level for both kids and adults

alike. Dress: Resort casual.

1858

18581858

1858

Nestled in the heart of Cheyenne Canyon is The Broadmoor’s

newest Wilderness Dining Experience, 1858. Relax and enjoy cascading

waterfalls and snacks such as: Buttermilk Biscuits & Virginia Country

Ham along with: Colorado Rocky Mountain Trout 7 ways, and weekend

Supper Specials.

Cocktail Lounges

Bar del Lago:

Bar del Lago: Bar del Lago:

Bar del Lago:

Bar del Lago, also an Adam D. Tihany design, features a

traditional Italian appearance to include custom millwork, additional

outdoor seating, indoor and outdoor fireplaces, and vintage wine and

liquor displays. A lakeside entry exists to both Ristorante del Lago and Bar

del Lago, as well as an internal connection between the two.

The Hotel Bar:

The Hotel Bar: The Hotel Bar:

The Hotel Bar:

Go “back in time” and find yourself wrapped in a sense of

the past while enjoying the present. A light appetizer menu is available

for 12:00pm - 12:00am. Cigar sales and smoking are permitted outside of

the patio. See the FAQ section in the beginning of this section for the

story of The Hotel Bar.

Penrose Lounge:

Penrose Lounge: Penrose Lounge:

Penrose Lounge:

Spectacular views, located on the top floor of

Broadmoor South, adjacent to the Penrose Dining Room. The dark wood

finish, comfortable leather chairs, and four-sided fireplace provide an

inviting atmosphere for a glass of wine before dinner or a nightcap to

finish the perfect evening. Dress code for the lounge during the dinner

hour is formal, requiring a coat for men and appropriate evening wear

for women.

Golden Bee:

Golden Bee: Golden Bee:

Golden Bee:

More than just a restaurant, a hearty meeting place of

festivity and fun. Offers a full bar and relaxed cocktail lounge

atmosphere. Serving lunch and dinner from 11:30am – 10:00pm and

light sandwich and pub fare 10:00pm – 12:00pm. Dress: Casual attire.

Summit Bar:

Summit Bar: Summit Bar:

Summit Bar:

Features Summit signature drinks, freshly squeezed juices

and a rotating wine turret. The Summit bar is the focal point of the

restaurant. An abbreviated menu is available and drinks are designed to

complement the seasonal cuisine. Open 5:00pm – 11:00pm Tuesday –

Sunday.

Mountain Clubhous

Mountain ClubhousMountain Clubhous

Mountain Clubhouse Bar:

e Bar: e Bar:

e Bar:

Features a roaring fireplace, rustic lodge feel,

and beautiful views. The mountain clubhouse bar is a great way for

golfers to unwind after a long day on the greens. Open seasonally from

11:00am – 7:00pm.

Broadmoor Retail Shops

The Boutique at The

The Boutique at TheThe Boutique at The

The Boutique at The

Broadmoor

BroadmoorBroadmoor

Broadmoor

: The Boutique offers an extensive variety

of ladies fashions including Lilly Pulitzer, Kate Spade, Joseph Ribkoff, Tory

Burch and Milly. A full range of accessories including handbags, hats,

eyewear and jewelry to add a finished touch. Located along the

driveway at the entrance to Broadmoor Main. Ext. 5860

Broadmoor Pet Boutique

Broadmoor Pet BoutiqueBroadmoor Pet Boutique

Broadmoor Pet Boutique

: The “Purrfect” shop for the pet Enthusiast.

Frames, ceramics and artwork pertaining to the family pet. The Pet

Boutique also carries collars and leashes, some with The Broadmoor logo

and some with fun prints. Pet treats from local and well-known vendors

are also available for purchase in this pet-friendly shop. Located in the

shopping plaza between South Tower and Broadmoor Main. Ext. 5788

The Broadmoor Children’s

The Broadmoor Children’sThe Broadmoor Children’s

The Broadmoor Children’s

Shop

ShopShop

Shop

: This shop is especially for kids! An

entertaining selection of classic games, toys, plush animals for boys and

girls! Specialty gift items for all ages. Specialty apparel Infant up to size 12.

Located in the shopping plaza between South Tower and Broadmoor

Main. Ext. 6163

The Broadmoor Christmas House

The Broadmoor Christmas HouseThe Broadmoor Christmas House

The Broadmoor Christmas House

: The ultimate in holiday shopping.

Themed rooms filled with elegant silver & gold décor to fun whimsical

snowmen. Everything you will need for your special family holiday

celebration. Open early October to early January. Located one block east

of The Broadmoor at 1

Street and Lake Avenue, across from the Golden

Bee. Ext. 5813

Rutledge’s

Rutledge’sRutledge’s

Rutledge’s:

Since 1967, Colorado Springs’ finest men’s store featuring

Brioni, Oxxford, Robert Graham, Robert Talbot, Zanella, Bill’s Khaki, St.

Croix, Gitman, Remy, Lone Pine, and accessories from Bohlin, Pantherella

socks, and Lucchese Boots. Located in the Retail Courtyard. Ext. 5751

The Broadmoor Shop

The Broadmoor ShopThe Broadmoor Shop

The Broadmoor Shop

: This resort shop features select signature apparel

and gifts along with fashions and accessories for men, women and

children. Also features sundries, daily newspapers and snacks. Located in

the lobby of Broadmoor West. Ext. 5742

Cheyenne Gourmet

Cheyenne GourmetCheyenne Gourmet

Cheyenne Gourmet

: Cheyenne Gourmet is a combination of gourmet

food, culinary favorites and amazing serving pieces. Collections by

Mackenzie Childs, Bella Toscana and Le Cadeaux. Cookware, bakeware

and kitchen gadgets. Don’t miss our weekly cooking demonstrations by

the Cheyenne Gourmet Chef. Beautiful gift baskets are made to order

and shipped anywhere in the United States. Located next to the lobby of

Broadmoor Main. Ext. 5823

The Cosmetic Shop at The Broadmoor

The Cosmetic Shop at The BroadmoorThe Cosmetic Shop at The Broadmoor

The Cosmetic Shop at The Broadmoor

: Luxury cosmetic and skin care

lines from industry notables Trish McEvoy, Laura Mercier, Bobbi Brown,

Acure, Juice Beauty and Kiehls. Fragrances for men and ladies. Makeup

makeovers by appointment. Located in the shopping plaza between

South Tower and Broadmoor Main. Ext. 6185

Espresso News

Espresso NewsEspresso News

Espresso News

: Enjoy your daily news with a special coffee and

delectable pastry. Sundries and snacks also available. Located next to the

lobby of Broadmoor Main. Ext. 5808

Fitness Shop

Fitness ShopFitness Shop

Fitness Shop

: Everything you need to help you look and feel your best

while on the go. Fashionable active wear and swimwear for ladies and

men. Swimming and exercise accessories. Nutritional snacks and

supplements. Located on the lake level entrance to the Spa and Fitness

Center. Ext. 5882

Gibson’s, a Mineral Gallery

Gibson’s, a Mineral GalleryGibson’s, a Mineral Gallery

Gibson’s, a Mineral Gallery

: An exciting and memorable

experience for Broadmoor visitors of all ages, the Gibson gallery

celebrates the beauty of exotic stones and the wonder of fossils from

around the world. Their designs include stunning furniture, mounted

specimens, jewelry, and even original board games. Located in the

Northmoor Building. Ext.6153

Golf Pro Shop

Golf Pro ShopGolf Pro Shop

Golf Pro Shop

: Full-service shop featuring men’s and women’s golf and

logo apparel, equipment and accessories. Club repair and storage is

available. Located in the Golf Clubhouse. Ext. 5615

The Broadmoor Galleries

The Broadmoor Galleries The Broadmoor Galleries

The Broadmoor Galleries -

Western, Wildlife and Sporting Gallery

Western, Wildlife and Sporting GalleryWestern, Wildlife and Sporting Gallery

Western, Wildlife and Sporting Gallery

Featuring the nation's best Western and Wildlife Artists. Historic to

contemporary pieces that explore the boundaries of the genre in a

medley of styles. Located in the Southmoor building behind Yarid’s. Ext.

5764

The Broadmoor Galleries

The Broadmoor Galleries The Broadmoor Galleries

The Broadmoor Galleries –

––

–

Traditional

TraditionalTraditional

Traditional

: Exhibiting the finest in locally,

nationally and internationally known artists working in a variety of

media; from oil paintings to bronze sculptures and etchings to hand-

blown glass work. Dedicated to showing and selling quality

representational art. Located in the Northmoor building. Ext. 5744

Luma

LumaLuma

Luma

: Celebrating fine crafts made in America, as well as items including

clothing, handmade jewelry, one-of-a-kind lamps and mirrors, surprising

outdoor art and kaleidoscopes. Located along the driveway at the

entrance to Broadmoor Main in Northeastmoor. Ext. 5835

Mountain

MountainMountain

Mountain

Course Golf Shop

Course Golf ShopCourse Golf Shop

Course Golf Shop

: Located just over a mile up the mountain

from The Broadmoor sits the Mountain Course Golf Shop. Incredible

views and décor influenced by the Old West. Featuring ladies’ and men’s

apparel and gifts with the unique Mountain Course logo. Ext. 6218

The Salon Shop

The Salon ShopThe Salon Shop

The Salon Shop

: The Salon Shop offers a wide range of hair care and

styling products. Try our treatment cosmetic line, Colore Science Mineral

Makeup. The Salon Shop also offers nail care products, fragrances, and

personal grooming aids. Located on the second floor of the Golf

Clubhouse. Ext. 5668

The Signature Shop

The Signature ShopThe Signature Shop

The Signature Shop

: A wonderful representation of The Broadmoor with

our own branded selection of gifts and apparel for men, women, and

children. Located next to the lobby of Broadmoor Main. Ext. 5740

The S

The SThe S

The Spa Shop

pa Shoppa Shop

pa Shop

Extend your Broadmoor Spa experience to your home.

Our Spa Shop has a wide variety of skincare, body care and spa gifts

(ranging in bath oils, our signature robes, blankets and candles). Located

on the third floor of the Golf Club Building. Ext. 5770

Tennis Pro Shop

Tennis Pro ShopTennis Pro Shop

Tennis Pro Shop

: This award-winning shop features tennis and fitness

apparel, footwear, equipment, accessories and swimwear. 24-hour

racquet customization and rental equipment also available. Lessons with

our top-rated teaching staff can be arranged year- round. Located on the

lower level of the Golf Club Building. Ext. 5847

Yarid’s Shoes

Yarid’s ShoesYarid’s Shoes

Yarid’s Shoes

: Be in the fashion forefront. Yarid’s is the quintessential

footwear and accessory boutique in Colorado Springs, carrying designs

from Stuart Weitzman, Donald J. Pliner, Tory Burch, Kate Spade,

Ferragamo and Giuseppe Zanotti Designs. Unique handbags by

Longchamps, CourageB, Orla Kiely and Kooba, Men’s shoes by Cole

Haan, Donald J. Pliner,and Sperrys. Located near the Main hotel

entrance. Ext. 5840

The Great Republic

The Great RepublicThe Great Republic

The Great Republic

Specializes in 19th century United States flags,

exceptional period maps and unique Americana, as well as vintage

British Empire and American sporting antiques and collectibles. Located

in the shopping plaza. Ext. 6157

The Accidental Tourist Travel & Book Sh

The Accidental Tourist Travel & Book ShThe Accidental Tourist Travel & Book Sh

The Accidental Tourist Travel & Book Shop

opop

The perfect place to spend an

afternoon reveling in the romance of travel. The shop is situated in the

retail plaza of The Broadmoor and offers the property's guests and

visitors a wonderful selection of travel related items. The Accidental

Tourist strives to be all things travel with a large selection of various travel

guide books, travel literature, maps, atlases, globes, biographies, histories

— all arranged by continent and country as well as a splendid selection of

travel related accessories, necessities and curiosities. Additionally, the

shop features the latest

New York Times

"Trade Edition" bestsellers and

new releases and a wonderful selection of travel related periodicals.

Make sure to visit this beautiful travel shop soon and start planning your

next great adventure. Located in the shopping plaza between South

Tower and Broadmoor Main. Ext. 6269

The Broadmoor Jewelry Company

The Broadmoor Jewelry CompanyThe Broadmoor Jewelry Company

The Broadmoor Jewelry Company

Showcases unique pieces for the

most discerning of tastes. Our commitment to discovering incomparable

Designers and Artisans makes the BJC a destination like none other in

the region. Whether it be an artfully crafted silver bauble or a demure

diamond pendant, you will surely find something to add to your treasure

chest. Located next to the lobby of Broadmoor Main. Ext. 5760

Base Camp, The Broadmoor Wilderness Experience

Base Camp, The Broadmoor Wilderness ExperienceBase Camp, The Broadmoor Wilderness Experience

Base Camp, The Broadmoor Wilderness Experience

Ready for the great

outdoors? Base Camp, The Broadmoor Wilderness Experience shop,

features everything you need to complement your excursion to The

Ranch at Emerald Valley, Cloud Camp, Fly Fishing Academy and the

great outdoors right here at The Broadmoor! From Signature apparel

and gifts to outdoor equipment, Base Camp offers premier merchandise

to equip you for your outdoor adventure. Featuring notable brands such

as Filson, Barbour, Patagonia and Simms. Base Camp is also your

headquarters for all our Broadmoor Wilderness properties. Located in the

South Tower. Ext. 6129

The Seven Falls Shop

The Seven Falls ShopThe Seven Falls Shop

The Seven Falls Shop

: Your trip to Seven Falls will be a memorable one!

Please visit the Seven Falls Shop to pick up a unique gift or Seven Falls

souvenir. This shop features men’s, ladies and children’s apparel and

accessories. Bottled water is a must, snacks and sundries are also

available. Ext. 6711

ROCKHOUNDS at THE EAGLES

ROCKHOUNDS at THE EAGLES ROCKHOUNDS at THE EAGLES

ROCKHOUNDS at THE EAGLES

NEST:

NEST: NEST:

NEST: ROCKHOUNDS at THE EAGLES

NEST, created and operated by gemologist David Gibson and his wife,

Suzanne, is a family-friendly gallery that features quality minerals and

fossils from around the world, including Colorado and the American

West. From its high perch, the diminutive gallery and its expansive deck

offer a panoramic view of Seven Falls. Inside, visitors will find a

fascinating collection of specimens, jewelry, mineral art, and original

board games created in the Gibson studios. ROCKHOUNDS at THE

EAGLES NEST, conceived with families in mind, welcomes visitors of all

ages. Ext. 6753

Additional Offerings

The Pauline Memorial Chapel

The Pauline Memorial ChapelThe Pauline Memorial Chapel

The Pauline Memorial Chapel

Located on the corner of Park and Mesa

Avenues, across from the entrance to Broadmoor West. The Chapel is

open to Broadmoor guests and the local community every Sunday at

9:00am for a non-denominational service. The Pauline Chapel is part of

the Broadmoor’s history as its original design was suggested by the same

architects, Warren & Wetmore, who designed the Broadmoor. The

Chapel features much of the religious art and artifacts that Spencer and

Julie Penrose acquired during their extensive travels. The Chapel is

named for Julie’s granddaughter “Pauline.”

The Broadmoor Wilderness Experience

The Ranch at Emerald Valley

The Ranch at Emerald ValleyThe Ranch at Emerald Valley

The Ranch at Emerald Valley

Set within 100,000 acres of the Pike

National Forest, The Ranch at Emerald Valley is a rustic, all-inclusive

enclave with charming cabins, Colorado outdoor activities and

delectable dining, all in Broadmoor style. Escape eight miles up the

mountain from The Broadmoor to a place to meet or retreat unlike any

other.

During their stay at The Ranch, a guest can take the day to fly fish in

pristine mountain lakes, hike and bike scenic trails or explore the

mountains on horseback. These experiences are all accompanied by The

Broadmoor’s incomparable luxury and impeccable service

Cloud Camp

Cloud CampCloud Camp

Cloud Camp

Sitting at 9,200 feet atop Cheyenne Mountain is The

Broadmoor’s, Cloud Camp. With unobstructed 360-degree views, Cloud

Camp sits on the historic site of Broadmoor founder Spencer Penrose’s

original Cheyenne Lodge. The 8,000- square-foot main lodge features

hand-hewn beams and indigenous stone fireplaces, a great room and

bar area, as well as an expansive wrap-around deck with unparalleled

vistas.

Eleven one and two bedroom guest cabins, as well as six

accommodations in the lodge and a connected “honeymoon cabin,” are

all beautifully appointed with rich furnishings and modern amenities and

include private porches. Each cabin is further enhanced by spectacular

views of Pikes Peak, “America’s Mountain,” the surrounding forest,

Colorado’s Front Range and the plains to the east.

The Broadmoor Fishing Camp

The Broadmoor Fishing CampThe Broadmoor Fishing Camp

The Broadmoor Fishing Camp

Located on Colorado’s Tarryall River,

bordering 120,000 acres of the Lost Creek Wilderness, and 60 miles west

of Colorado Springs, The Broadmoor Fishing Camp has over five miles of

private waters, from timbered canyons with nymph fly-fishing to calm

grassy meadows and winding bends where trout gracefully rise to dry

flies. Activities at the camp include fly-fishing, hiking, horseback riding,

and the opportunity to see some of Colorado's most spectacular wildlife.

The camp is available for day use by Broadmoor guests and can also

accommodate overnight stays in seven cabins. The grand lodge serves as

a place for meals and gathering.

The Broadmoor Fishing School:

The Broadmoor Fishing School: The Broadmoor Fishing School:

The Broadmoor Fishing School:

Situated on the 6

hole of the East

Course, The Broadmoor Fly Fishing School opened in 2014. The facility

features a large, expertly-appointed gathering area, and welcome guests

interested in fly- fishing instruction on the adjacent pond.

The Broadmoor Seven Falls:

The Broadmoor Seven Falls:The Broadmoor Seven Falls:

The Broadmoor Seven Falls:

For those who want to dive into nature and

are seeking adventure, take the 224 steps by the side of the falls that lead

to hiking trails and the banks of the glistening stream that feeds the falls,

or try the optional Broadmoor Soaring Adventure zip-line tours. Others

might prefer a more leisurely experience. For them, browsing our shops,

dining at the exquisite new Restaurant 1858 or strolling the 2,500-foot-

long, natural-surface walking trail is sure to delight.

The Broadmoor Soaring Adventure

The Broadmoor Soaring AdventureThe Broadmoor Soaring Adventure

The Broadmoor Soaring Adventure

: This one-of-a-kind Colorado

experience features two thrilling zip-lines. Located outside Seven Falls,

The Broadmoor Soaring Adventure consists of 10 zip-lines that range in

distance from 250 feet to 1,800 feet as well as moderate hiking, rope

bridges, and a rappel that provide stunning views of the canyon. The

Woods Course cruises over pines, creeks, valleys, a natural granite arch,

Midnight Falls, and the trails leading to the falls. The Fins Course soars

above steep drops, unique rock formations and jagged cliffs, and across

Seven Falls Canyon.

The Broadmoor Pikes Peak Cog Railway

The Broadmoor Pikes Peak Cog RailwayThe Broadmoor Pikes Peak Cog Railway

The Broadmoor Pikes Peak Cog Railway

: :

: Located in Manitou Springs, the

Manitou and Pikes Peak Railway has a rich and colorful history of

providing safe, comfortable and relaxing tours of majestic Pikes Peak.

During your trip the conductor will entertain you with the history and

facts of the mountain, the region and the engineering feat that is the

Manitou and Pikes Peak Railway.

This 3 hour and 10 minute trip spans over 8.9 miles of track. The first third

of the trip is along Ruxton Creek in Englemann Canyon. Here the steep

track follows a cascading stream through dense stands of Englemann

spruce, Colorado blue spruce, and Ponderosa pine trees.

III.

III.III.

III. GUEST RELATIONS

GUEST RELATIONSGUEST RELATIONS

GUEST RELATIONS

Courtesy to our Guests

Your attitude is the single most important factor in

performing your job to meet The Broadmoor standards.

Whether you work in the front-of-the-house or in the

heart-of-the-house, maintaining and displaying a friendly,

professional and positive attitude is the key to success in

dealing with guests and your fellow employees.

The service and courtesy you extend creates a warm and lasting

impression guests will remember. A cheerful smile and a friendly,

professional greeting go a long way toward making someone feel

important and appreciated. Even the best food and the finest

accommodations will not be fondly remembered if the service was poor.

There is NEVER

NEVER NEVER

NEVER any excuse to be impolite or rude to a guest; any

problem can be solved by courteous, polite behavior. A question from a

guest should never be considered an interruption. No matter how small

the request or trivial the question, you are expected to respond in a

prompt, cheerful, courteous and enthusiastic manner. While you may

have heard the same question a thousand times, remember, this guest

has only asked it once.

If you do not know the correct answer to a guest’s question, do not

guess. Giving inaccurate information only frustrates a guest and does not

leave him or her with a good impression of you or The Broadmoor.

Rather, your answer should always be, “Let me find that out for you.” or

“Let me check on that.” Go to the nearest house phone and call the

Concierge at Ext. 5252 or try to find someone who knows the answer. If

finding the information will take a while, make arrangements to get back

to the guest with the information (preferably within ten minutes).

Remember, always follow-up with a guest and leave a positive

impression.

Even our team members who generally do not have direct guest contact

still have a great impact on the overall impression of our hotel and staff.

The neatness of our grounds, cleanliness of restaurants, guest rooms,

public spaces and the quality of the food all combine to remind our guest

that The Broadmoor is, indeed, a world class resort. Be proud to serve the

guests of The Broadmoor and the tradition that has made this one of the

finest resorts in the world.

Addressing Guests

In striving to go “Above and Beyond” our guests’ expectations you

should

always

always always

always

address a guest by name. We all like to be recognized by

name. Whenever addressing a guest, particularly when welcoming a

guest to The Broadmoor or saying “Thank you,” use the guest’s name if

you know it. Of course, guests should always be addressed in a friendly,

professional manner using the last name and appropriate title (i.e. Mr.,

Ms., Mrs., Dr., Captain, etc.) For example, “Good morning Ms. Smith.”

Many of our phones are equipped with screens to show the name of a

guest calling from his or her room to make this easier. However, you can

also train yourself to learn a guest’s name by listening or observing

carefully. For example, a door attendant might note a guest’s luggage

I.D. tag and use his or her name with a warm welcome. Likewise, a food

or cocktail server should always note the name on a credit card or room

key used to pay the check and thank the guest using his or her name.

Always use the guest’s name to personalize your communication with

our guests.

Guest Complaints

Take ownership of complaints and learn to see them as a challenge.

Remember that a guest who complains about a problem is doing us a

favor in allowing us an opportunity to resolve the problem not only for

them, but also for future guests.

Despite our best efforts, some of our guests are going to have problems

or complaints. If you get a complaint, please follow these simple steps:

If you can handle the problem yourself, please do so quickly,

efficiently, and courteously.

Look at the guest as he or she is talking to you and listen

attentively, showing empathy for the guest.

Thank the guest for calling the matter to your personal attention

and apologize for any inconvenience.

If it is possible, write a note in the presence of the guest,

outlining the nature of the problem, assuring him or her that you

are making an effort to help.

Assure the guest that you will inform your Supervisor of the

problem.

Inform your Supervisor of both the complaint and your actions.

If you cannot handle the particular complaint, ask the guest to

please wait while you go and get your Supervisor or the

Assistant Manager. The Assistant Manager can be reached by

dialing “0” for the operator who will transfer you to the Assistant

Manager on duty.

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

Hear what they have to say

Empathize

Apologize for the situation

Respond to their needs

Take ownership and follow-up

You will find that even the most irate guest will become calm and less

annoyed if you remain calm, courteous and attentive. You may not

always feel a guest is “right,” but please remember that he or she is

always our guest and should be treated with the utmost courtesy and

respect. Furthermore, complaints help us to grow and become better as

a Hotel.

Broadmoor History of Excellence

The Broadmoor’s excellence is reflected in the prestigious awards and

ratings that give us a worldwide reputation for elegance, quality and

service.

Five-Diamonds

The Broadmoor has received the AAA Five-Diamond rating every year

since 1976. This prestigious award is given based on several criteria for

the general physical quality and the level of service offered at a property.

Five-Stars

Forbes Travel Guide, honors hotels and resorts based on specific

standards that qualify a hotel as “the best of the best.” The Broadmoor

has received its Five-Star award every year consecutively since 1960.

Preferred Hotels and Resorts

In 1998, The Broadmoor was honored for the first time as a member of

Preferred Hotels and Resorts Worldwide. Membership in Preferred Hotels

is represented in 20 different countries including more than 170 hotels

and resorts. Preferred Hotels are known for providing guests with

distinctive surroundings, personal service and outstanding cuisine.

Guest Accidents

In the event you witness a guest accident, it is very important to follow

these specific procedures:

First, find out if the guest is seriously injured and let him/her

know you are going to call for assistance.

Second, always call Loss Prevention’s Emergency Number, Ext.

5100, immediately and be ready to give exact details. Both you

and the guest should wait there until a Loss Prevention

Officer arrives.

Notify your immediate Supervisor of your exact location.

You should address comments as to what you have observed only to

Loss Prevention or to your immediate Supervisor.

Remember, at The Broadmoor, all accidents, no matter how small, must

be reported to Loss Prevention

immediately

! While waiting for a Loss

Prevention Officer or paramedics to arrive, you should make the guest as

comfortable as possible; however, you should not attempt first aid unless

you are certified to do so.

Never move a seriously injured guest. Never

discuss the accident with the guest.

Guest Privacy

You must not divulge names or room numbers of our guests. Employees

may not ask for autographs of celebrities or initiate conversations with

them. Celebrity guests should be treated with the same respect and

regard for their privacy as any other hotel guest. Employees are not

Employees are not Employees are not

Employees are not

allowed in the guest rooms unless their work assignment requires them

allowed in the guest rooms unless their work assignment requires themallowed in the guest rooms unless their work assignment requires them

allowed in the guest rooms unless their work assignment requires them

to be in the guest room.

to be in the guest room.to be in the guest room.

to be in the guest room.

You are in a position to observe the personal actions of many people and

it is mandatory that you refrain from discussing your observations either

within or outside the Hotel. You are in a position of trust.

Guest Misconduct

This problem rarely occurs, but if a guest is displaying excessive

misconduct, be as polite as possible and notify Loss Prevention at Ext.

5101, then notify your Supervisor. Be sure to get a good description of

the guest if he or she leaves your work area in order to make an accurate

report to Loss Prevention. Also, you can contact the Assistant Manager of

duty by dialing “0” and ask the operator to alert the Assistant Manager.

Guest V.I.P. Pin

Every one of our guests at The Broadmoor is a V.I.P.

(Very Important Person). However, a few of our

guests will be given a special lapel pin to wear

during their stay. If you see a person wearing a

round gold lapel pin with a maroon scroll “B” logo

and five maroon stars above it, that person is a V.I.P.

guest who is responsible for providing the Hotel a

great deal of business. Any person being escorted through the Hotel by a

member of our Sales staff should also be treated as a V.I.P. even if he or

she is not wearing a V.I.P. Pin. Please look for the V.I.P. Pin.

A V.I.P. guest is often a decision-maker for a group of people he or she

represents, so make every effort to accommodate their requests and

answer any questions. Your extra courtesy to a V.I.P. guest will contribute

to The Broadmoor’s success and your own.

Guest Contact

Our guests come to us with high expectations and it is our mission not

only to meet those expectations, but to continually strive to go “Above

and Beyond” our guests’ expectations. Warm welcomes and accurate

answers to questions are certainly expected by our guests. However,

going ”Above and Beyond” means taking that extra step to provide

personal service. For instance, provide a guest with a personal welcome,

use his or her name, or escort a guest to a meeting room or restaurant

rather than simply giving directions. When you complete training in your

department, you will be asked to sign an acknowledgement form

agreeing to maintain the service standards of the Hotel, and specifically,

your department. As you become more familiar with your new role, think

of ways you can go “Above and Beyond” in your department.

Lost and Found

Guests and fellow employees occasionally misplace or forget personal

items. If you find any item, you must turn it in to your Supervisor or Loss

Prevention immediate

immediateimmediate

immediately

lyly

ly. Delay in turning in lost and found items could

result in disciplinary action. Guests and employees may phone Loss

Prevention at Ext. 5101 to inquire about lost items, but please do not

direct guests to the Main Loss Prevention Office to retrieve items, as it is

located in an employee area. The item(s) will be brought to the

Concierge or Front Desk for the guest to pick up.

When you turn in an item, please be sure that Loss Prevention logs it. If

items are unclaimed after 30 days, the person who turned them in may

claim them. Items of great value, such as valuable jewelry, may be held

for 90 days.

IV.

IV.IV.

IV. POLICIES AND PROCEDURE GUIDELINES

POLICIES AND PROCEDURE GUIDELINESPOLICIES AND PROCEDURE GUIDELINES

POLICIES AND PROCEDURE GUIDELINES

We expect each and every employee to understand and follow the

guidelines of the Hotel. We must all follow the same rules so that we can

be consistent and create and maintain a positive working environment.

Employee Classification

Category

Definition

DefinitionDefinition

Definition

Full-Time

An employee who is regularly scheduled to work an

average of 30 hours or more per week

Part-Time

An employee who is regularly scheduled to work an

average of less than 30 hours per week

Seasonal/ On-

Call

An employee who works for a specified time period

or for a specific assignment

Evaluation Period

The first 90 days of employment for every employee is an

evaluation

period

. It is an opportunity for you and the Hotel to get to know each

other.

During this first 90 days, your job performance, attendance, attitude, and

overall interest in your job will be observed by your Supervisor. During

this period you will not be eligible for most Hotel benefits, such as

holiday pay, vacation pay, or insurance coverage. Transfers during this

90 day period are normally not permitted.

Throughout the evaluation period, the Hotel will be assessing your

performance as an employee. Employees who fail to demonstrate the

commitment, performance, and attitude expected by the Hotel may be

terminated at any time during the evaluation period. However,

completion of the evaluation period does not change or alter the “at will”

employment relationship. You continue to have the right to terminate

your employment at any time, with or without cause or notice, and the

Hotel has a similar right.

As a result of an extended excused absence during your evaluation

period or for other reason identified by management, the Hotel may

choose to extend your evaluation period as necessary to give you further

opportunity to demonstrate your ability to do the job. If your evaluation

period is extended, you will be notified.

Equal Employment Opportunity

It is our policy to employ well-qualified people to perform the various jobs

and assignments necessary to properly conduct our day-to-day business.

An important part of this policy is to provide equal employment

opportunity for all persons in recruiting, hiring, benefits, compensation,

training, promotions, transfers, terminations, Hotel sponsored social and

recreational activities and any other terms and conditions of employment

without regard to race, color, religion, national origin, sex (including

same sex), pregnancy, childbirth and related conditions, citizenship

status, age, marriage to a co-worker (subject to certain conditions), sexual

orientation, service member status, genetic information or disability or

any other category protected under federal, state or local laws.

This policy is to be reflected in the conduct of day-to-day operations and

in all practices and procedures. Each employee will be accountable for

his or her actions while engaged in Hotel business. It is expected that

each employee will support our policy and will assist in promoting a

positive work environment for all employees.

No Harassment Policy

We do not tolerate harassment of any kind towards employees or guests.

Any form of harassment related to an individual’s race, color, religion,

national origin, sex (including same sex), pregnancy, childbirth and

related conditions, citizenship status, age, marriage to a co-worker

(subject to certain conditions), sexual orientation, service member status,

genetic information or disability or any other category protected under

federal, state or local laws and will be treated as a disciplinary matter.

For these purposes, the term “harassment” includes slurs as well as any

other offensive remarks, jokes or other verbal, graphic, or physical

conduct. Harassment also includes sexual advances, requests for sexual

favors, unwelcome or offensive touching and other conduct of a sexual

nature. If you have questions about what constitutes harassing behavior

or what conduct is prohibited by this policy, ask your Supervisor.

If you have

If you have If you have

If you have any

anyany

any

concern that our No Harassment policy may have been

concern that our No Harassment policy may have been concern that our No Harassment policy may have been

concern that our No Harassment policy may have been

violated

violated violated

violated by anyone

by anyoneby anyone

by anyone, you

, you , you

, you must

mustmust

must

immediately report the matter. Due to the

immediately report the matter. Due to the immediately report the matter. Due to the

immediately report the matter. Due to the

very serious nature of harassment, discrimination and retaliation,

very serious nature of harassment, discrimination and retaliation, very serious nature of harassment, discrimination and retaliation,

very serious nature of harassment, discrimination and retaliation, you

you you

you

must report your concerns to one of the individuals listed below:

must report your concerns to one of the individuals listed below:must report your concerns to one of the individuals listed below:

must report your concerns to one of the individuals listed below:

• First, discuss any concern with your supervisor.

• If you are not satisfied after you speak with your supervisor, or if

you feel that you cannot speak to your supervisor, discuss your

concern with your department manager.

• If you are not satisfied after you speak with your department

manager, or if you feel you cannot speak to your department

manager, you should contact the Assistant Director or Director of

Human Resources.

You should report

You should reportYou should report

You should report

any actions that you believe may violate our policy no

any actions that you believe may violate our policy no any actions that you believe may violate our policy no

any actions that you believe may violate our policy no

matter how slight the actions may seem.

matter how slight the actions may seem.matter how slight the actions may seem.

matter how slight the actions may seem.

You may be assured that your complaint will be kept as confidential as

possible and that you will not be penalized in any way for reporting a

harassment problem in good faith. Your complaint will be investigated

promptly and thoroughly.

You should also be aware that no Supervisor or other member of

management has the authority to suggest to any employee that the

employee’s continued employment or future advancement will be

affected in any way by that employee’s entering into (or refusing to enter

into) any form of personal relationship with the Supervisor or member of

management. Harassment of our employees in connection with their

work by non-employees may also be a violation of this policy. Any

employee who observes or experiences any harassment of an employee

by a non-employee should report such harassment to his or her

Supervisor, and appropriate action will be taken. We cannot help resolve

a harassment problem unless we know about it. Therefore, it is your

responsibility to bring such problems to our attention so that we can take

whatever steps are necessary to correct the problem.

VIOLATION OF THIS POLICY WILL SUBJECT AN EMPLOYEE TO

VIOLATION OF THIS POLICY WILL SUBJECT AN EMPLOYEE TO VIOLATION OF THIS POLICY WILL SUBJECT AN EMPLOYEE TO

VIOLATION OF THIS POLICY WILL SUBJECT AN EMPLOYEE TO

DISCIPLINARY ACTIO

DISCIPLINARY ACTIODISCIPLINARY ACTIO

DISCIPLINARY ACTION, UP TO AND INCLUDING IMMEDIATE

N, UP TO AND INCLUDING IMMEDIATE N, UP TO AND INCLUDING IMMEDIATE

N, UP TO AND INCLUDING IMMEDIATE

DISCHARGE.

DISCHARGE.DISCHARGE.

DISCHARGE.

Reasonable Accommodations/Modified Job Duties

To assist our employees who are or become disabled and those

employees who suffer on-the-job injuries, we will make reasonable

accommodations to enable such employees to continue performing the

essential functions of their jobs. Consistent with this policy, we may

modify job duties to comply with medical requirements or restrictions.

Other accommodations, such as transfer to a vacant position for which

the employee is qualified, may be appropriate, depending upon specific

facts and circumstances of individual situations.

In addition, we are committed to complying with the laws related to

providing reasonable accommodation for employees’ religious beliefs

and observances. We will provide such accommodations to the extent

required by the law provided the requested accommodation does not

create an undue hardship for the Company and/or does not pose a

direct threat to the health and safety of others and/or the individual.

If you need to request a reasonable accommodation because of a

disability or on-the-job injury, please contact Risk Management. We will

discuss the matter with you, investigate your request, and to the extent

possible, attempt to reasonably accommodate you.

Employees who need accommodations for religious beliefs should

discuss the need for accommodation with their supervisor.

Open Door Communication Policy

The Broadmoor considers you, our employee, to be one of our most

important assets. We want the opportunity to communicate with you

directly. We are committed to providing you with the best possible

working environment so that you can serve our guests with Five-Star,

Five-Diamond service.

We cannot take steps to correct a problem, complaint or

misunderstanding unless we know about it. The following are steps you

should take to communicate more effectively if there is a problem

situation:

Employees, please note: Due to the serious nature of harassment,

Employees, please note: Due to the serious nature of harassment, Employees, please note: Due to the serious nature of harassment,

Employees, please note: Due to the serious nature of harassment,

discrimination, and retaliation, you must voice your c

discrimination, and retaliation, you must voice your cdiscrimination, and retaliation, you must voice your c

discrimination, and retaliation, you must voice your concerns or

oncerns or oncerns or

oncerns or

complaints about such behavior to the individuals listed in the No

complaints about such behavior to the individuals listed in the No complaints about such behavior to the individuals listed in the No

complaints about such behavior to the individuals listed in the No

Harassment Policy in this Guidebook.

Harassment Policy in this Guidebook.Harassment Policy in this Guidebook.

Harassment Policy in this Guidebook.

Step One:

Step One:Step One:

Step One: Address the matter with your immediate Supervisor.

Discuss things openly and reasonably. Your Supervisor

will listen in a friendly and courteous manner. If the

If the If the

If the

situation is not resolved, proceed to step two.

situation is not resolved, proceed to step two.situation is not resolved, proceed to step two.

situation is not resolved, proceed to step two.

Step Two:

Step Two:Step Two:

Step Two: See your Manager or Department Head. Discuss the

situation with her/him and ask for help in resolving the

situation. If the situation is not resolved, proceed to step

If the situation is not resolved, proceed to stepIf the situation is not resolved, proceed to step

If the situation is not resolved, proceed to step

three.

three.three.

three.

Step Three:

Step Three:Step Three:

Step Three:

Contact the Executive Committee Member who oversees

your area in the Hotel and arrange an appointment to

address the issue with him/her. Give the Executive

Committee Member an opportunity to resolve the issue

and offer assistance. If th

If thIf th

If the situation is not resolved,

e situation is not resolved, e situation is not resolved,

e situation is not resolved,

proceed to step four.

proceed to step four.proceed to step four.

proceed to step four.

Step Four:

Step Four:Step Four:

Step Four:

Contact the Human Resources Department and arrange

an appointment with the Assistant Director or the

Director of Human Resources. Human Resources is

always willing to listen and provide assistance whenever

needed. You can visit Human Resources with any

concern. If you believe this issue remains unresolved,

If you believe this issue remains unresolved, If you believe this issue remains unresolved,

If you believe this issue remains unresolved,

proceed to step five.

proceed to step five.proceed to step five.

proceed to step five.

Step Five:

Step Five:Step Five:

Step Five:

Contact the President & CEO. The decision made by the

President & CEO is considered final. We emphasize that

you first speak with your immediate Supervisor to resolve

any issue. Again, the Assistant Director of Human

Resources and the Director of Human Resources are also

willing to discuss any issue or concern you may have.

Dispute Resolution

We recognize that there may be a circumstance where an employee is

simply not satisfied with the Hotel’s final resolution of his or her problem.

To promote the just, speedy, and inexpensive resolution of any

unresolved legal disputes between The Broadmoor and an employee or

any dispute of a legal nature (i.e. a dispute arising under federal, state, or

local law) will be submitted to final and binding arbitration. The same

substantive law that a state or federal court sitting the State of Colorado

would apply will be used to resolve the dispute. This means the arbitrator

will have the same authority as a court to award the employee or the

Hotel money damages or other relief, and the parties will have the same

legal rights that they would have had in court.

The main difference between arbitration and a lawsuit is that the

arbitrator, instead of a court jury, will decide the issue and it will be the

arbitrator’s responsibility to ensure that after a party demands arbitration

the dispute will be resolved as quickly as possible. By contrast, court

actions can take years. A party in arbitration is not required to have a

lawyer, but can if the party wants one.

The purpose of this policy is to resolve as many disputes as possible

outside of the overburdened and expensive court system. This arbitration

procedure therefore applies to any legal dispute between the Hotel and

an employee which would be brought in court (including claims

regarding Hotel property, wrongful discharge, employment

discrimination, harassment, or any other dispute relating to the

employee’s employment or arising under any labor, employment or civil

rights law). Only claims for worker’s compensation, unemployment

compensation or those involving the National Labor Relations Board are

excluded from this procedure. While this policy does not preclude the

filing of a charge with the Equal Employment Opportunity Commission

or other state or federal agencies, the dispute underlying such charges

will be arbitrated; a party need not file a charge or complaint with any

agency as a prerequisite to initiating arbitration. Disputes involving any

party whose liability or right of recovery derives from a claim which is

covered by these procedures (e.g. agents, subsidiary, or parent

corporation) are included.

To ensure that the arbitration is fair, the employee will participate in the

selection of the arbitrator. The Arbitration Administrator will ask the

Judicial Arbiter Group (or if unavailable another neutral dispute

resolution organization) to randomly choose and submit a panel of three

arbitrator candidates who have served as federal, state, or magistrate

court judges who are qualified, trained arbitrators after determining that

they have no relationships with the parties. From this list, the employee

and Hotel will select and arbitrator by alternately striking names until one

name remains. The arbitration will be conducted in conformity with the

arbitration rules and procedures which have been adopted by the Hotel.

A copy of the rules can be obtained from the Director of Human

Resources.

All disputes must be brought under this Agreement within the applicable

limitations period for filing a lawsuit or agency claim beginning with the

event or occurrence giving rise to the dispute. If a claim is not brought in

a timely manner, that dispute is waived and barred forever, and no

action or suit may be brought in any court or other forum. Arbitration

will be enforced under the Federal Arbitration Act as appropriate which

is the federal law which favors the enforcement of Arbitration

Agreements.

To initiate arbitration of a legal dispute which the employee and Hotel

have been unable to resolve, a written complaint demanding arbitration

of the claim must be delivered to the other party within the applicable

time limit by personal delivery or by depositing in the U.S. mail. A

complaint against the Hotel must be addressed to the Director of Human

Resources.

Eating and Drinking Policy

All Hotel employees are expected to bring their own meals or use the

Broadmoor Café for their meals while they are working at the Hotel. The

Broadmoor Café is open from 6:00am to 8:00pm daily (exceptions during

slow occupancy periods) for employees to access the café for their meals.

The Broadmoor Café is a designated employee break area for meal

breaks. There is no eating or drinking except in designated break areas.

Employees bringing their own meals must have the containers marked

and will be directed where to store the items by their managers.

No employees are permitted to eat or drink any product that is

purchased or prepared by the Hotel outside the Broadmoor Cafe. This

includes items left after functions for our guests, such as items leftover in

a restaurant, kitchen or banquet functions. Violations of this policy may

be considered theft and will result in disciplinary action up to and

including termination.

Exceptions to this policy are as follows:

1. Food and beverage provided by management for

designated staff or training sessions

2. Food or Beverage items presented as educational training

for menu and beverage items at the direction of

management.

3. Quality control tasting by culinary and management staff

under proper circumstances (ticket written) and as directed

by management of the Hotel.

4. The third shift employees will be provided a meal by the

Hotel during their meal break.

It is the manager’s responsibility to ensure employees are given

appropriate breaks for meals and all meal breaks should be taken in the

Broadmoor Café or in another designated break area.

Any food and beverage items defined above are to be accurately

recorded on a check and posted to the proper account so the items can

be properly accounted for. An explanation must be written on the check

why the items were ordered and who the items were ordered for. Only

a manager or area chef with the approval of a department head is

authorized to approve such an order. Failure to comply with the policy

will result in disciplinary action up to and including termination.

The procedure for conducting a tasting are as follows: All Food and

Beverage Tastings (sampling of any food and/or beverage for learning

purposes) must be approved by the outlet manager and the Food and

Beverage office. Tastings are to be planned and announced to those

invited in advance of the event. Tastings are to be planned prior to

opening or after the closure of an outlet. Tastings may never occur

during service to guests or during outlet hours of operation. Tastings are

to be set with the appropriate tasting items; small tasting cups/glasses,

water glasses and pitchers of water, spill buckets, note pads and pens.

Employees who bring their own food to work for their meal break should

only use designated break areas.

Designated break areas are as follows:

• The BRO

DMOOR Café

• Central Plant Break room

• Engineering Break room

• Basement Break Room of Golf Club Building

• Break Room within the Telephone Office

• Break Room within the Laundry Building

• Break Area in the basement of West outside of the West

Housekeeping office

• Sales and HR Kitchen, second floor of BRO

DMOOR Hall

• Summit Back Dock

• Offices as approved by Department Head

• Other areas designated and approved by Department

Head

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

loading docks.

Smoke/Tobacco-Free Policy

The Broadmoor is a smoke/tobacco-free workplace. All Hotel employees

and on-site contractors are expected to comply in order to provide a

clean, healthy, productive and safe environment. Existing smoking areas

Existing smoking areas Existing smoking areas

Existing smoking areas

for guests will remain. These designated guest smoking areas and

for guests will remain. These designated guest smoking areas and for guests will remain. These designated guest smoking areas and

for guests will remain. These designated guest smoking areas and

ashtrays on prop

ashtrays on propashtrays on prop

ashtrays on property are for guest usage only.

erty are for guest usage only.erty are for guest usage only.

erty are for guest usage only.

Without exception, all areas at The Broadmoor are smoke, tobacco and

vapor (electronic) cigarette free, including, but not limited to: grounds,

parking lots, indoor facilities, company vehicles and break areas. There

are no designated smoking areas on property for employees.

Additionally, this policy will be in effect at all Broadmoor- sponsored

events – both, on property and at external locations.

Employees who wish to smoke or use tobacco must do so during their

regular 30 minutes unpaid meal breaks and must leave Broadmoor

property to smoke or use tobacco. Employees may not leave property

during their paid breaks and therefore cannot smoke or use tobacco

during those times.

Employees who wish to smoke or use tobacco may use their 30 minute

non-paid break to leave property in their vehicle. Employees may not

smoke or use tobacco in their vehicles on property. Smoking or using

tobacco while on the clock, on property or leaving property will be

considered a policy violation and will be treated in accordance with the

progressive discipline policy.

The Broadmoor is committed to support employees and will periodically

offer smoking cessation educational opportunities.

Dating Policy

In order to prevent sexual harassment, discrimination, favoritism,

accusations thereof, and numerous other problems, The Broadmoor

believes that romantic or sexual liaisons that develop in the workplace

may be potentially disruptive to the conduct of our business. Those

employees who become involved in romantic or sexual liaisons with a co-

worker should be aware that the Hotel may intervene by discussing the

issue with the employees involved and/or taking remedial measures

when, in the Hotel’s opinion, it is necessary to maintain the integrity of

working relationships.

It is expressly prohibited for managers or supervisors to date or become

similarly involved with any non-management employees or subordinate

management/supervisor within his or her sphere of responsibility. This

includes managers or supervisors living with or having employees in their

sphere of influence as roommates. In the event the Hotel becomes aware

of such a relationship, the Supervisor or Manager will be subject to

discharge. If a manager or supervisor becomes involved in a relationship

which is prohibited under this policy, he/she should immediately notify

the department head so that appropriate arrangements can be made to

be in compliance with this policy.

Reference Check Policy

In order to provide consistent employment reference responses for The

Broadmoor, all reference check and employment verification inquiries

must be directed to the Human Resources office. Therefore, as an

employee of the Hotel, you are expressly prohibited from providing or

responding to (professional or personal) reference checks or employment

verifications for current or former employees.

Conflict of Interest Policy

Employees shall not engage or perform work for enterprise, service, or

activity which is in competition with any business activities or operations

owned, operated, leased, managed, or contracted by The Broadmoor.

Any inquiries concerning this policy should be directed to the Assistant

Director or the Director of Human Resources. Employees may not accept

gifts or services from any Broadmoor vendors without prior approval

from the Department Head.

Confidentiality Policy

Employees must not divulge confidential Hotel, employee or guest

information to outsiders of the Hotel, including media or government

representatives without the prior approval of the Director of Human

Resources or the President and CEO. No employee should speak with the

media on behalf of The Broadmoor without this permission.

Package Pass

When you remove a parcel, a package, or any articles from the Hotel, an

authorized package pass is required. To request a package pass, ask

your Executive Committee Member. In the case of a purchase made at

our retail outlets, the sales receipt serves as your package pass. Likewise,

with flowers or other such gifts received at work, the card serves as your

package pass. Package passes authorizing the removal of Hotel property

must be signed by an Executive Committee Member. It is very important

for you to obtain a package pass. Without a package pass, removal of

any package from the Hotel could be interpreted as unauthorized

removal or theft. No food or beverage items are allowed to be removed

under any circumstances. Give your package pass to Loss Prevention

when you leave the Hotel with your package.

Inspection Policy

We believe an inspection policy is necessary for the protection of Hotel,

Broadmoor guests, and employee property. Employees may be asked to

allow inspection of vehicles, lockers, desks, offices, Hotel leased housing,

house banks, and personal belongings on Hotel property. All employees

are expected to cooperate fully with such inspections. Under most

circumstances, we seek the employee’s agreement before searching

his/her personal property or vehicle. However, refusal to agree

constitutes a violation of this policy and may subject the employee

to discipline, up to and including termination

terminationtermination

termination. If an employee is not

present or refuses to remove a lock from a Hotel locker, the Hotel may

remove the lock.

Solicitation/Distribution Policy

Solicitation by an employee of another employee during the working

time of either employee for any reason is strictly prohibited. Distribution

of advertising materials, handbills or other literature is prohibited in all

guest/public access and working areas at all times. If you have any

question about which areas are guest/public access, please ask your

Supervisor or the Director of Human Resources. Solicitation and

distribution by non-employees is prohibited on Hotel premises at all

times.

Disciplinary Policy

The Broadmoor supports a progressive disciplinary policy to correct

problems of employee misconduct and poor performance. It is our

intention to provide an environment in which you know what is

expected of you. Progressive discipline means that depending upon the

severity of the offense, the types of actions you can expect may be one or

a combination of the following:

Consultation

Consultation Consultation

Consultation

is to inform you of a rule violation or performance

deficiency on the first offense depending upon the severity of the

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

performance.

Warning

Warning Warning

Warning

may be issued for a second rule violation or continued

performance deficiencies, or upon the first offense depending on the

severity.

Final Written Warning

Final Written Warning Final Written Warning

Final Written Warning

may be issued for repeated rule violations or

continued performance deficiencies or at any time due to the severity of

the offense. It is an opportunity, prior to suspension, to notify you that

your behavior must change.

Suspension

Suspension Suspension

Suspension

may be issued for repeated rule violations or at any time

due to the severity of the offense. Normally the employee will be

suspended without pay. This step may occur on the first offense

depending upon the severity.

Suspension Pending Investigation

Suspension Pending Investigation Suspension Pending Investigation

Suspension Pending Investigation

may occur at any time depending

upon the severity of the offense. Violation of certain rules may lead to

Suspension Pending Investigation without prior counseling. Employees

who may have violated Hotel policies may be Suspended Pending an

Investigation. During the investigation, the employee will normally be

suspended without pay.

Termination

Termination Termination

Termination

may occur after a Consultation, Warning, Suspension,

and/or Suspension Pending, depending on the severity of the offense.

Violation of certain rules may lead to termination without prior reminder

or counseling pending the outcome of an investigation. If an employee is

involuntarily terminated, that employee is generally considered ineligible

for rehire. Eligibility for rehire is at the sole discretion of Human

Resources.

You should be advised that The Broadmoor reserves the right to proceed

immediately to termination in appropriate circumstances as determined

in the sole discretion of the Hotel.

We want our employees to be the best they can be and this disciplinary

policy allows management to help you recognize your deficiencies and

assist you to improve your performance. Remember, you are responsible

for your conduct at all times while you are on property and the

consequences of violating any Hotel policies.

Standards of Conduct

It is essential to the success of this Hotel that all our employees

demonstrate a commitment and loyalty to The Broadmoor. You are

expected to support and promote the philosophy this Hotel has worked

to achieve. Anything less than total dedication to this philosophy cannot

be accepted. Your loyalty and support of, and adherence to, Hotel

policies and procedures will be evaluated in your job performance

evaluations as seriously as your technical skills and expertise. It is the

Hotel’s sincerest hope that you will become a successful member of The

Broadmoor team.

To be a successful member of our team, it is important for you to know,

understand and accept as your own the standards of conduct

standards of conduct standards of conduct

standards of conduct of your

employment with us. This will enable you to concentrate your efforts on

doing the kind of job that will give you the greatest sense of personal

and professional satisfaction.

You are also responsible for your behavior while representing The

Broadmoor either on or off property. This includes your conduct while

participating in or observing employee events sponsored by the Hotel.

Violations of our standards of conduct, while at work, on Broadmoor

property or attending Broadmoor sponsored events will result in

disciplinary action up to and including immediate termination

terminationtermination

termination,

depending on the severity.

The following is a list of Hotel policy and procedure violations. It does not

cover every possible infraction nor is intended to do so:

•

••

•

Use of guest elevators when not necessary to transport

equipment or supplies.

•

••

•

Chewing gum, tobacco or toothpicks while on duty or in non-

designated break areas.

•

••

•

Eating or drinking in a public area.

•

••

•

Inciting or participating in any type of gambling while on Hotel

property.

•

••

•

Excessive tardiness or absenteeism (Refer to Attendance

Guidelines).

•

••

•

Failure to perform assigned tasks or follow instructions.

•

••

•

Violation of safety rules.

•

••

•

Speeding or driving recklessly on property (Refer to Health and

Safety).

•

••

•

Parking anywhere other than designated parking areas, unless

authorized by Loss Prevention. (Refer to Employee Parking).

•

••

•

Taking any Hotel property from the Hotel without a package

pass. Refusal to have personal packages, including purses and

briefcases, examined when entering or exiting the Hotel (Refer to

Package Passes).

•

••

•

Entering a guestroom or meeting room unless in a work relation

function/capacity.

•

••

•

Sleeping on the job during working hours.

•

••

•

Using threatening, abusive, or obscene language or behavior

with a fellow employee. (Refer to Safety and Security).

•

••

•

Using threatening, abusive, or obscene language or behavior

with or in the presence of a guest (Refer to Guest Relations).

•

••

•

Violation of the Hotel’s Drug and Alcohol Policy (Refer to Drug

and Alcohol Testing).

•

••

•

Leaving Hotel property during work hours without

authorization.

•

••

•

Violation of the Hotel’s EEO or No Harassment Policy (Refer to

EEO and No Harassment Policy).

•

••

•

Leaving your work area without the permission of your

Supervisor or Manager.

•

••

•

Walking off the job.

•

••

•

Rude or impolite behavior in the presence of or toward a guest.

•

••

•

Possession of firearms, knives, switchblades, explosives, or other

weapons on Hotel property.

•

••

•

Soliciting gratuities from guests or commenting in any way

regarding the amount of a gratuity given.

•

••

•

Adding a gratuity to a guest check or credit card voucher or

altering a guest check or credit card voucher without the

guest’s prior knowledge and approval. This includes large

parties and banquets.

•

••

•

Insubordination, refusal to obey instructions from any

Supervisor, or job task refusal.

•

••

•

Disrespectful behavior towards a Supervisor or representative of

management.

•

••

•

Fighting, inflicting harm or threatening guests or other

employees.

•

••

•

Falsification of Hotel records including applications, time and

attendance records, receipts, purchase orders, etc. or clocking

for someone other yourself.

•

••

•

Dishonesty, including providing false information or the

omission of information requested or required by a member of

management or in the normal course of employment.

•

••

•

On or off duty conduct which affects your ability to perform

your job or which reflects poorly on the reputation of the

Hotel.

•

••

•

Destruction and/or defacing of Hotel property.

•

••

•

Negligent or reckless operation of a Hotel or guest vehicle

(Refer to Hotel Vehicle Operation).

•

••

•

Eating, drinking, or smoking in a Hotel or guest vehicle.

•

••

•

Participating in horseplay or conduct which could result in

injury to fellow employees or guests, or damage to Hotel or

personal property.

•

••

•

Theft or unauthorized removal or use of Hotel, employee or

guest property.

•

••

•

Misconduct of any nature adversely affecting the Hotel’s best

interest and reputation, at any time, including but not limited

to acts of a criminal, dishonest or immoral nature.

•

••

•

Socializing or fraternizing with guests or members (Refer to

Employee/Guest Fraternization).

•

••

•

Violation of the no smoking/tobacco policy.

•

••

•

Violation of the Social Media policy.

The standards of conduct are not intended to be all inclusive and there

may be other circumstance which may result in disciplinary action.

Management reserves the right to apply any or all disciplinary steps

including termination.

In all cases, employees are encouraged to discuss their circumstances

with their Supervisor or Manager. The Human Resources staff is available

and willing to discuss employee disciplinary situations.

Identification Card

Your I.D. card is used to record the amount of time you work each shift.

Use it to punch in and out at the time clock at the beginning and end of

your work shift, when you take a meal break, or any other time you leave

work prior to completion of your shift. You must be in uniform and ready

to work before you clock in and likewise, clock out prior to changing out

of your uniform. Your

I.D. card is coded with your employee number and will register the hours

you worked. Time clocks are conveniently placed throughout the Hotel.

Use the one designated by your Department Head for your work area.

You may not punch in/out for someone other than yourself or give your

I.D. card to anyone else. Failure to clock in/out properly will result in

disciplinary action up to and including termination

terminationtermination

termination. It is your

responsibility to clock in/out for all hours worked. Failure to clock in/out

may result in an incorrect paycheck amount.

Your I.D. card is also used to receive your paycheck and several

Broadmoor benefits. Your I.D. card is Hotel property and must be

returned upon termination of employment. Your Broadmoor I.D. card is

provided to you at the Hotel’s expense. However, if you lose your I.D.

card you will be responsible for replacing it at your own expense.

Replacement I.D. cards are currently $15.00 and are issued at the Human

Resources Office. Don’t lose

Don’t lose Don’t lose

Don’t lose your I.D. card.

your I.D. card.your I.D. card.

your I.D. card.

Name Tags

Name tags are issued to every employee. Nicknames deemed

inappropriate by the Hotel are not acceptable. You are required to wear

your name tag at all times during working hours. Name tags are

considered a part of every uniformed and non-uniformed employee’s

appearance requirements. You are responsible for keeping your name

tag clean. If it breaks, becomes badly marred or you cannot get it clean,

bring it to Human Resources and it will be replaced for you at no charge.

If you lose your name tag, the replacement fee will be $5.00 for pin style

and $7.00 for magnetic style. Do not decorate your name tag

Do not decorate your name tag Do not decorate your name tag

Do not decorate your name tag (such as

with stick-on bees, etc.). Your name tag should be worn on the left side of

your uniform or your business clothing (in non-uniformed) and may

never be worn off of Hotel property or on your casual attire if visiting the

Hotel during non-working hours.

Uniforms

Uniformed employees will be provided uniforms. All uniformed

employees are required to make a $100.00 deposit (deducted from the

first two pay checks) for their uniforms. The deposit will be returned

when you turn in your uniform upon ending your employment. The

Hotel will launder and maintain all uniforms free of charge to employees.

It is your responsibility to return your uniform to the Uniform Room after

you wear it. In some cases, you may be allowed to launder your uniform

yourself; however, please check with the Uniform Room before doing so.

All alterations must be made by the Uniform Room.

Should you lose your uniform, you will be responsible for the fair value

replacement cost. You are not allowed to wear it outside of the Hotel,

other than going to and from work, unless authorized by your

Supervisor. All materials and uniforms issued to you are your

responsibility and must be returned upon termination of your

employment. Should you fail to return any items, the fair value

replacement cost of each item may be deducted from your final

paycheck.

Employee Entrances

All uniformed employees must enter the property through one of the

two employee entrances. The Main Hotel employee entrance is located

near the laundry building. The West Hotel employee entrance is located

across the street from the West Employee Parking Lot at the loading dock

entrance to the West Hotel.

Employees dressed in business attire may be allowed access through the

guest entrances of the Hotel. Again, no uniformed employees should

access the Hotel through guest entrances.

There are designated pick up and drop off areas for employees reporting

for work. At the Main Hotel, the pick up and drop off areas are located

inside the gravel lot across from the Main Hotel Employee Entrance.

There are designated parking spaces at the entrance to the gravel

parking area. The designated drop off and pick-up area for employees

reporting to the West Hotel is in the West Employee Parking Lot.

Employees are not allowed to enter the secured gates or the welcome

center gates. This includes the South Building/Golf Club Entrance, the

Main Hotel Entrance, the West Hotel Entrance, the Entrance to the West

Residences, and the loading dock area.

Failure to comply with these guidelines will result in disciplinary action up

to and including termination.

Employee Parking

There is designated employee parking at The Broadmoor Hotel.

Employees are permitted to park in the following designated employee

parking areas at no charge:

Gravel employee parking lot (Across from Main Hotel

Employee Entrance)

Level P3 of The Broadmoor Hall Parking Garage

West Employee Parking Lot (Warehouse and Maintenance)

East Employee Parking Lot (Across from Colorado Hall)

Permitted

only on days that Seven Falls is closed

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

All employee parking lots will be subject to closing due to large guest

parking requirements or special events. In those situations, employees

may be required to park at off-site facilities.

To manage employee parking areas, there will be signage located at the

entrance to the employee parking areas indicating the status of the

parking area. If a red placard is present at the parking lot entrance, that

lot is restricted for employee parking. If a green placard is present, the lot

is open for employee parking.

Parking information for employees indicating restrictions for parking will

be distributed via e-mail as early as possible before the event to allow

employee time to make alternative plans. There is a parking hotline

(x5757 in-house and 577-5757 outside) that will have updated

information for employees to check parking requirements.

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

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

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

designated locations.

designated locations.designated locations.

designated locations.

All employees are required to register their vehicle if using employee

parking facilities. Registration can be completed at the Loss Prevention

Office at the Main Hotel. Any employee’s vehicle found in employee

parking without being registered may be towed at the owner’s expense.

Failure to register your vehicle or parking in prohibited areas will result in

disciplinary action up to and including termination.

The Broadmoor is not responsible for any damage to your car while

parked in an employee parking lot.

Employment of Relatives

While relatives may work in the same department, no employee may be

supervised by a relative. If such a situation is created through promotion,

transfer, new hire, marriage, etc., one of the relatives must either transfer

to another department or position. The Broadmoor reserves the right to

terminate an employee under this policy if no transfer is possible.

Lockers

Lockers are provided for your convenience by the Loss Prevention

Department after paying a non-refundable $5.00 locker deposit. Do not

exchange or share lockers with another employee unless this has been

pre-approved by Loss Prevention.

Do not use a locker that has not been assigned to you by Loss

Prevention. If this is done, the locker will be cleared out and assigned to

another employee. No employee is allowed to enter any employee locker

not assigned to them at any time. No food (except daily lunches),

beverages, or Hotel property should be stored in lockers; nor is anything

to be written or posted inside or outside your locker. Failure to follow

these guidelines may result in disciplinary action.

Only Hotel issued locks are permitted on lockers. You are required to turn

in your lock and clean your locker should you leave you job. The Hotel is

not responsible for the contents of your locker.

However, for your protection, you are cautioned not to store valuables,

money, etc. in your locker. Random locker inspections will be held

periodically.

If you have to replace your lock, another one will be issued to you by

Loss Prevention at the current cost of $5.00 (non-refundable).

Restrooms

You are provided with employee restrooms located in the

heart-of-the-house throughout the Hotel. Employees are not

allowed to use the guest restrooms.

Employee restrooms are provided for your convenience and use. Please

help by keeping these areas clean for all your co-workers to enjoy.

Graffiti, defacing, or writing anywhere in employee restrooms is not

permitted and will result in disciplinary action up to and including

termination.

Elevators

Service elevators are provided for the transportation of employees and

supplies. Guest elevators are for guest use only. Employees are required

to use the stairs or service elevators.

Telephones

Personal telephone calls cannot be accepted for an

employee unless it is an emergency. Personal calls should

be made during the employee break periods and not

during working hours.

Use of Hote

Use of HoteUse of Hote

Use of Hotel telephones for personal or long distance phone calls is not

l telephones for personal or long distance phone calls is not l telephones for personal or long distance phone calls is not

l telephones for personal or long distance phone calls is not

permitted unless permission is expressly granted by your Department

permitted unless permission is expressly granted by your Department permitted unless permission is expressly granted by your Department

permitted unless permission is expressly granted by your Department

Manager. Violation of this policy will subject an employee to disciplinary

Manager. Violation of this policy will subject an employee to disciplinary Manager. Violation of this policy will subject an employee to disciplinary

Manager. Violation of this policy will subject an employee to disciplinary

action up to and including termination. Use of pers

action up to and including termination. Use of persaction up to and including termination. Use of pers

action up to and including termination. Use of personal cell phones

onal cell phones onal cell phones

onal cell phones

during your shift is not permitted. Cell phone usage should be

during your shift is not permitted. Cell phone usage should be during your shift is not permitted. Cell phone usage should be

during your shift is not permitted. Cell phone usage should be

limited to designated break areas only. Personal cell phones should be

limited to designated break areas only. Personal cell phones should be limited to designated break areas only. Personal cell phones should be

limited to designated break areas only. Personal cell phones should be

turned off while working. Cell phone can be used during breaks in

turned off while working. Cell phone can be used during breaks in turned off while working. Cell phone can be used during breaks in

turned off while working. Cell phone can be used during breaks in

designated break areas.

designated break areas.designated break areas.

designated break areas.

Personal cell phones should never be used in

Personal cell phones should never be used in Personal cell phones should never be used in

Personal cell phones should never be used in

view of a guest, including areas between employee parking and

view of a guest, including areas between employee parking and view of a guest, including areas between employee parking and

view of a guest, including areas between employee parking and

entrances.

entrances.entrances.

entrances.

Recording for Evaluation Purposes

To maintain our high level of customer service and to ensure consistent

training for all of our Hotel employees, The Broadmoor periodically

monitors and/or records conversations between Hotel employees and

outside callers. Our use of monitoring and/or recording equipment is in

compliance with state and federal law and we periodically review the

laws to ensure that we stay in compliance.

Your consent for The Broadmoor to monitor and record customer

phones calls is a condition of employment.

Meal Breaks

The employee restaurant, The Broadmoor Café, in the Main Hotel, is

provided for your use and convenience during your working hours. At

no time should “breaks” be taken nor should food or drinks be consumed

in any public area of the Hotel including the area around the lake.

Your department will establish the time at which you are to take your

meal and other breaks. Breaks may be taken in The Broadmoor Café or in

designated break areas depending upon departmental policy.

After you have finished your meal or break, it is your responsibility to

clean up after yourself. Please throw your trash into the waste containers

and return your trays.

Meal Periods

Meal PeriodsMeal Periods

Meal Periods: No non-exempt employee shall work for a period of more

than five hours without a meal period of not less than 30 minutes. When

a work period of not more than five hours will complete the day’s work,

the meal period shall be optional. Every non-exempt employee is

required to clock out for the daily 30 minute meal period, and no work

should be performed during this period. It is your responsibility to take a

meal break and clock in and out. It is against Hotel policy to continue

your break after you have clocked back in to work. Employees who do

this will be subject to disciplinary action up to, and including,

termination. Note:

Note: Note:

Note: Some third shift employees who work from 11:00 pm

– 7:00 am and certain other designated positions will be permitted to

take an “on the job” meal period break and will be compensated for the

break. Such designated employees will not be required to clock out for

the meal period break.

Rest Periods

Rest PeriodsRest Periods

Rest Periods: Non-exempt employees may take a ten minute rest period

for every four hour work period in so far as practical. It is not necessary

that the employee leave the immediate work area for this rest period.

Employees are not to go to the Employee Café for this 10 minute rest

period.

B.B.C. (Broadmoor Beautification Committee)

Everyone at the Hotel assists in, and is responsible for, keeping the Hotel

clean and attractive. You are expected to join us in our collective effort to

maintain the beautiful property we now have. Take the time to pick up

bits of paper and debris from the floor and grounds. This makes all of our

jobs easier and the Hotel a better place to work and visit.

Maintenance FIXX Line

We also rely upon you to report areas in need of repair, painting,

maintenance, etc. when you see areas or items requiring attention,

please call the Maintenance FIXX Line at EXT. 3499 (FIXX). Be specific

about the location or type of work that needs to be done when you call.

If a guest reports some maintenance problems or difficulty, you should

assist him/her by calling the Maintenance FIXX Line. Use this extension

rather than calling the Front Desk or Housekeeping Department.

Job Postings, Promotions, and Transfers

The Broadmoor strives to promote qualified employees from within the

Hotel for available positions. To ensure that all eligible employees are

aware of job openings, positions may be posted on the job openings

board located in the Human Resources Department, on the bulletin

board near the Main employee entrance, and next to the West Building

time clock. Job posting applications from qualified current Broadmoor

staff are accepted online only at tinyurl.com/BroadmoorStaffPosting.

Prior to posting, employees must notify and receive verbal approval from

their Department Head. Contact the Human Resources office at Ext.

6145 for more information. The Broadmoor reserves the right to not

post job openings for positions which the Company believes, in its sole

discretion, should be filled from outside the organization.

The Employment Office will ensure your eligibility and arrange

appropriate interviews. You may apply for open positions after

completing 90 days of employment in your current department. Those

employees here on a temporary training visa may not be eligible to

transfer. If you are here on a visa or internship, please contact the

Employment Office to determine posting eligibility. Any exception must

be approved by the Director or Assistant Director of Human Resources.

You may apply only for one position at a time. Selection will be based

upon job-related qualifications, performance, cooperation, and attitude.

Any posting for a Supervisor or Manager position must include a resume.

A resume is recommended for all other postings.

The applicant’s personnel file will be reviewed to determine eligibility for

the position. Disciplinary action within three months prior to posting, a

rating of “unsuccessful” on your most recent performance review, or

failing to show for an interview may disqualify you. If you have requested

and been approved for a transfer, your conduct and performance must

remain satisfactory pending completion of the transfer.

Upon transfer, your rate of pay will be commensurate with the position

to which you are transferring. If you transfer from a full- time position to a

part-time position, you will forfeit any full-time benefits (i.e. accrued

vacation, sick or holiday time). If you transfer from a part-time position to

a full-time position, you will be given credit for any benefits due under

full-time status, after meeting the eligibility criteria. Your next review date

will be one year from your date of transfer.

Employee Self Service

Employee Self Service is accessible from computers both at the

Broadmoor as well as off site. Employees can log in, view their

information, change their address, emergency contact, and direct deposit

information, pay stubs, pay history, and past W- 2’s. Employees can also

view their current training requests.. You are encouraged to use self-

service to keep your information current as well as accomplish the tasks

mentioned.

When you become eligible for benefits and/or during Open Enrollment

periods each year, you will use this system to enroll in benefits and/or

make changes to existing benefits.

Managers can log into self-service to accomplish all of the tasks listed

above. In addition, managers use this system to electronically submit

performance reviews, salary changes, disciplinary notices, and

terminations.

• From a Broadmoor Computer, the website for Self Service is:

http://ess/SHCM/

• From off site or a home computer, the website for Self Service is:

ess.broadmoor.com

The user name is the employee’s first and last initial followed by the last

four digits of their social security number. Example for John Doe: jd4359

jd4359jd4359

jd4359

The first time you log in, your password will be your social security

number. The system will prompt you to change your password when

you log in for the first time.

Personnel Files

To maintain accurate and current records, you must report any changes

in marital status, name, address, telephone number or emergency

notification information to your Supervisor and Human Resources by

making appropriate changes online in Employee Self Service. To change

your beneficiary, or to add or remove dependents on your insurance

coverage, contact the Benefits Office directly.

Current employees may review their personnel file in the Human

Resources Department by appointment only with the Assistant Director

of Human Resources or the Director of Human Resources. Files or

documents may not be copied or removed. If you have any questions,

Human Resources will assist you.

Employees who are in driving positions must report changes in their

driving records to Human Resources to be noted in the personnel file (i.e.

tickets, DUI, DWAI, etc.)

Work Schedules

Schedules are made by the individual Department Managers. All

schedules and any changes are normally posted two days in advance of

the work week if possible. It is your responsibility to check your schedule

frequently and to check with your Supervisor to be aware of any changes

that may have been made.

Hours of Work

Hours and schedules will vary by department and business needs. The

standard work week should not be considered as either a guarantee of

any maximum or minimum number of hours of work regardless of your

employment classification. Hotel management schedules employees for

work as business levels dictate. You may be asked to work overtime or

leave early depending on business demands.

You are not permitted on the premises more than 30 minutes prior to or

after completion of your shift unless permission has been granted by

your Department Head. Employees are not permitted to clock in more

than five minutes prior to the start of the scheduled shift, unless given

permission by their manager.

Attendance Guidelines

Good attendance by each and every employee is essential to the success

of our operation here at The Broadmoor. You are expected to be in

attendance when scheduled by your Supervisor. Each employee is

expected to report to work as scheduled, on time and work the hours

scheduled. While certain allowances will be made for occurrences

beyond the control of the employee (e.g. accidents, emergencies),

chronic or excessive violations will result in disciplinary action up to and

including terminatio

terminatioterminatio

termination

n. It is the employee’s responsibility to personally

contact your immediate Supervisor a minimum of one hour before the

start of the scheduled shift if you are unable to report to work. Failure to

contact your immediate Supervisor at least one hour in advance for your

shift may be considered an improper call off or a no call/no show. The

Hotel reserves the right to require a physician’s written verification of

illness. (Refer to the “Non-Work Related Injury/Illness” section.)

The following will serve as disciplinary guidelines:

TARDIES

TARDIESTARDIES

TARDIES ABSENCES*

ABSENCES*ABSENCES*

ABSENCES*

NO CALL/NO

NO CALL/NO NO CALL/NO

NO CALL/NO

SHOW

SHOWSHOW

SHOW

Three Tardies

Three Tardies Three Tardies

Three Tardies

Documented

Consultation

One Absence

One AbsenceOne Absence

One Absence

Documented

Consultation

One NC/NS

One NC/NSOne NC/NS

One NC/NS

Final Written

Warning

Four Tardies

Four TardiesFour Tardies

Four Tardies

Written Warning

Two Absences

Two AbsencesTwo Absences

Two Absences

Written Warning

Two NC/NS

Two NC/NS Two NC/NS

Two NC/NS

Suspension

Pending

Investigation

(probable

termination)

Five Tardies

Five TardiesFive Tardies

Five Tardies

Final Warning

Three Absences

Three AbsencesThree Absences

Three Absences

Final Warning

Six Tardies

Six TardiesSix Tardies

Six Tardies

Suspension

Four Absences

Four AbsencesFour Absences

Four Absences

Three Day Suspension

Seven Tardies

Seven Tardies Seven Tardies

Seven Tardies

Suspension Pending

Investigation

(probable

termination)

Five Absences

Five Absences Five Absences

Five Absences

Suspension Pending

Investigation

(probable

termination)

*Absences do not include designated sick time or FMLA qualifying time

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

Reduction of Hours

Due to business fluctuations, you may experience a reduction of work

hours. We will do everything we can to keep this to a minimum and we

will always give as much advance notice as possible. Work hours are a

factor of business levels. Extra work may be available in other

departments. If you would like to work additional hours in another

department, please check with your Manager and the EXTRA HOURS

EXTRA HOURS EXTRA HOURS

EXTRA HOURS

Hotline at extension 5117.

Hotline at extension 5117.Hotline at extension 5117.

Hotline at extension 5117.

Key Control

All Hotel property which is secured by locking devices, with the

exception of office equipment and vehicles, will be secured by locks on

the Hotel system. All keys remain on the property of The Broadmoor

Hotel.

Key Recipient’s Responsibilities:

Key Recipient’s Responsibilities:Key Recipient’s Responsibilities:

Key Recipient’s Responsibilities:

Safely keep keys issued to you. If a key is lost or stolen,

contact your Supervisor immediately. Employees will be

charged for replacements according to the schedule

below:

Type of Key Charge

Individual Door $10

Outside Door $15

Sub-Master $30

Building Master $60

Ensure that doors are locked when leaving the area at

the conclusion of work.

Surrender keys to your Department Manager upon

transfer or termination.

Do not exchange or lend keys.

Return any and all signed-out keys to the Loss Prevention

Department before the end of your shift.

Guest Room Master Keys (Card Key)

Many employees are issued keys that open guest rooms. Due to a high

security risk, the employee assigned the keys is responsible for the safe

keeping of the keys at all times. If the floor master or master keys are lost,

you must report the loss immediately to your Manager and Loss

Prevention. All rooms accessible by the key must be cancelled out, which

is very time consuming and requires a locksmith to issue a cancel key.

Loss Prevention must go to every guest room affected to cancel the lost

card. The employee assigned the key will be charged one hundred

dollars ($100.00) for the cancellation process if it is a master key and forty

dollars ($40.00) if it is a floor master. It is very important to protect guest

room master keys.

House Bank/Cashier Procedures

Policies related to Cashier remittance procedures have been developed

to ensure the security of house funds and to protect the individual

Cashier remitting funds. A House Bank Agreement will be filled out by

each employee being given a bank. By accepting the bank, the employee

agrees to the following:

To be responsible for the safekeeping of the bank

To keep the bank at all times (when not in use) in a safe

deposit box

The funds of the bank remain the property of the Hotel at

all times. They are not to be used as your own

To permit auditing of the bank at any time

Not to transfer or deliver the bank to anyone else without

written authorization of the Hotel Controller

Cashiers are required to count their banks at the

beginning and end of each shift and report any variances

immediately

To comply with all rules and regulations concerning the

bank as established by the Hotel

Personal Grooming Standards

The Broadmoor believes an employee’s dress and grooming should be

appropriate to our Five-Star, Five-Diamond environment. Departures

from what the Hotel considers conventional dress and personal

grooming are not permitted, regardless of the nature of the job

performed.

If you report for work improperly dressed or groomed, in the opinion of

The Broadmoor, your Supervisor may instruct you to return home to

change clothes and/or take appropriate disciplinary action. Non-

uniformed employees or employees who are on property and being paid

for work-related functions (i.e. department meetings or required training

classes) must adhere to the guidelines listed below for a business

professional environment.

The following are business professional personal grooming and

appearance standards for both females and males:

Females

FemalesFemales

Females

Hair

•

••

•

Must be clean, neat and cut in a natural style.

•

••

•

Extreme styles, such as excessive teasing, dreadlocks, pigtails or

extreme hair coloring are not permitted.

•

••

•

Long hair should not fall forward while performing regular job

duties.

•

••

•

Be conservative with style, accessories and coloring.

•

••

•

Hair accessories such as barrettes, ribbons and combs must be

conservative in style, use and number.

•

••

•

Employees handling food must confine hair as directed by your

Department Head.

•

••

•

Underarm hair must be covered by sleeves or removed.

•

••

•

Legs must be clean shaven unless pants are worn.

Makeup, Nails, Perfume, Hygiene

•

••

•

Foundation, powder and blush may be worn and should

complement your skin coloring.

•

••

•

Mascara, eye shadow and eyeliner may be worn in natural

shades and be applied moderately.

•

••

•

Fingernails should be neat and clean; complementary colors of

nail polish may be worn. Fingernails may not extend ¼” from tip

of finger. No nail art or extreme colors of nail polish (blue, black,

glitter, etc.) are permitted. Note: Food and Beverage employees

may not have polished nails or artificial nails due to sanitary

concerns.

•

••

•

Heavily scented perfume and powder should be avoided.

•

••

•

Daily showers and use of deodorant are expected.

•

••

•

Uniforms must be cleaned, in good repair, and pressed

appropriate to your department.

Jewelry

•

••

•

Rings, watches and Hotel service pins may be worn as long as

they are conservative in style and number.

•

••

•

No more than two rings or bracelets per hand (wedding sets are

considered one ring).

•

••

•

No more than two earrings per lobe. Earrings must be

conservative in size and style.

•

••

•

Ear lobe gauges are not permitted. Gauge holes may not be

permitted, depending on your position. If gauge holes are

permitted for your position, you will be required to wear skin

colored gauge plugs.

•

••

•

Necklaces and bracelets must be conservative in size and

number.

•

••

•

No offensive or conspicuous tattoos or body painting is allowed.

•

••

•

No visible body piercing jewelry may be worn.

Non-Uniformed Dress Standards

•

••

•

Employees with direct guest contact must wear appropriate

business attire.

•

••

•

Miniskirts (skirts more than three inches above the knee), midriff

tops, see-through, revealing or form fitting tops, casual pants and

casual sportswear are not permitted.

•

••

•

Sleeveless shirts/blouses are permitted as long as they are

professional in appearance.

•

••

•

Dress slacks are permitted as long as they are paired with a

professional blouse or sweater.

•

••

•

Dress capri/crop pants are permitted as long as they are paired

with a professional blouse, jacket or sweater.

•

••

•

Pants must be worn at or above the waistline and belts must be

worn if pants have a belt loop. The belt must be a standard,

professional belt that matches the outfit. No large or noticeable

belt buckles.

•

••

•

Classic resort sportswear is permitted or required in certain

positions.

•

••

•

Pantyhose are recommended with skirts, dresses, or dress slacks

when wearing closed toed shoes. Closed toed shoes are

permitted without pantyhose depending upon season as long as

the outfit is professional.

•

••

•

Open-toed dress shoes are permitted (flat, flip-flop, multiple ankle

wrapped, cork/straw wedge or Birkenstock-style sandals are not

permitted).

•

••

•

When wearing open-toed shoes, legs must be clean shaven.

•

••

•

Feet must be neat, clean, and pedicured. Complimentary colors

of nail polish may be worn. No nail art or extreme colors of

•

••

•

polish (blue, black, glitter, etc.) are permitted. No toe rings or

ankle bracelets are permitted. Note: Food and Beverage

employees, uniformed or not, may not wear open-toed shoes at

any time.

•

••

•

All shoes should be safe, slip proof, polished and in good repair.

Uniformed Dress Standards

•

••

•

All uniformed employees must wear required uniform provided

by the Hotel.

•

••

•

Pantyhose must be worn at all times with skirts, dresses, or dress

slacks. Hosiery or dress socks may be worn with slacks or pants.

•

••

•

Pants must be worn at or above the waistline and belts must be

worn if pants have a belt loop. The belt must be a standard,

professional belt (black or brown only) that matches the uniform

and are approved by management. No large or noticeable belt

buckles.

•

••

•

Open-toed dress shoes are NOT permitted for Uniformed

Employees.

Males

MalesMales

Males

Hair

•

••

•

Must be clean, neat and cut in a natural style.

•

••

•

Hair should not extend past the top of a normal shirt collar,

below the earlobe, or cover the eyebrows.

•

••

•

Extreme hairstyles, dreadlocks, and/or colors are not permitted.

•

••

•

Employees handling food must confine hair as directed by your

Department Head.

•

••

•

Hair coloring must be natural in appearance and not extreme.

Mustaches, Beards, Sideburns

•

••

•

Mustaches must not extend past the corners of the lower lip and

the hair must not grow over the lip.

•

••

•

Beards and goatees are not permitted. Employees must be

closely shaven daily. If an accommodation for religious or

medical reasons is needed, please bring this request to your

Department Manager.

•

••

•

Sideburns should not extend past the earlobe.

•

••

•

Muttonchops and flares are not permitted.

•

••

•

No facial hair is permitted below the lower lip (typically called a

“soul patch”).

Cosmetics, Nails, Scents, Hygiene

•

••

•

Cosmetics are not allowed unless used for medical reasons such

as the concealment of a disfigurement.

•

••

•

Fingernails should be neat and clean and tips of nails should not

extend past the finger.

•

••

•

Colored nail polish is not permitted.

•

••

•

Heavily scented shaving lotions and colognes should be avoided.

•

••

•

Daily showers and use of deodorant are expected.

•

••

•

No offensive or conspicuous tattoos or body painting are

allowed.

•

••

•

Uniforms should be pressed and shoes polished.

Jewelry

•

••

•

Conservative rings, watches and service pins may be worn.

•

••

•

No more than two rings or bracelets per hand.

•

••

•

Earrings are not permitted while on Hotel property. No visible

body piercing jewelry may be worn.

•

••

•

Ear lobe gauges are not permitted. Gauge holes may not be

permitted, depending on your position. If gauge holes are

permitted for your position, you will be required to wear skin

colored gauge plugs.

Non-Uniformed Dress Standards

•

••

•

For employees with direct guest contact, business suits and ties

are required.

•

••

•

Classic resort sportswear is permitted or required in certain

positions.

•

••

•

Pants must be worn at or above the waistline and belts must be

worn if pants have a belt loop. The belt must be a standard,

professional belt that matches the outfit. No large or noticeable

belt buckles.

•

••

•

Some types of casual sportswear are permitted.

•

••

•

T-shirts or other casual shirts (without a collar) are not permitted.

•

••

•

No open-toed shoes allowed.

Uniformed Dress Standards

•

••

•

All uniformed employees must wear required uniform provided

by the Hotel.

•

••

•

Pants must be worn at or above the waistline and belts must be

worn if pants have a belt loop. The belt must be a standard,

professional belt (black or brown only) that matches the uniform

and are approved by management. No large or noticeable belt

buckles.

•

••

•

No open-toed shoes allowed.

Employees should also be suitably dressed when returning to the Hotel

Employees should also be suitably dressed when returning to the Hotel Employees should also be suitably dressed when returning to the Hotel

Employees should also be suitably dressed when returning to the Hotel

for any reason off the clock, (i.e. picking up paychecks, checking your

for any reason off the clock, (i.e. picking up paychecks, checking your for any reason off the clock, (i.e. picking up paychecks, checking your

for any reason off the clock, (i.e. picking up paychecks, checking your

schedule, going to th

schedule, going to thschedule, going to th

schedule, going to the movies, or any Broadmoor sponsored events,

e movies, or any Broadmoor sponsored events, e movies, or any Broadmoor sponsored events,

e movies, or any Broadmoor sponsored events,

such as Service Pins, EOM

such as Service Pins, EOMsuch as Service Pins, EOM

such as Service Pins, EOM

Luncheon, etc.) adhering to a resort casual

Luncheon, etc.) adhering to a resort casual Luncheon, etc.) adhering to a resort casual

Luncheon, etc.) adhering to a resort casual

dress code.

dress code.dress code.

dress code.

•

••

•

When on Hotel property for any reason, employees are

When on Hotel property for any reason, employees are When on Hotel property for any reason, employees are

When on Hotel property for any reason, employees are not

notnot

not

permitted to wear the following in guest areas: T

permitted to wear the following in guest areas: Tpermitted to wear the following in guest areas: T

permitted to wear the following in guest areas: T-

-shirts, tank

shirts, tank shirts, tank

shirts, tank

tops, mus

tops, mustops, mus

tops, muscle shirts, or shorts.

cle shirts, or shorts.cle shirts, or shorts.

cle shirts, or shorts.

Company Device and System Usage Standards Overview

With the deployment and availability of new technologies and devices, it

is important that both The Broadmoor and its employees are aware of

the potential dangers involved in using these technologies and the

responsibilities they hold for their safe and appropriate use. Misuse of any

such technologies could cause irreparable damage to The Broadmoor

either financially, and/or to its reputation, through network intrusion and

data compromise, infringements of intellectual copyright, libel, other

legal or morally questionable activities, etc.

These standards apply to all employees of The Broadmoor and its related

entities, as well as their contractors, consultants, temporary staff, and

other third parties that have access to The Broadmoor’s networks,

systems, and communications (collectively “Employees”).

Standards for Electronic Devices Used for Company Business

All Company-issued cellular telephones, tablets, laptops, desktop

computers, portable media, or other electronic equipment issued by the

Company are referred to as “Company Devices” and all of the foregoing

provided by an employee are referred to as “Employee Devices.” Both

Company Devices and Employee Devices may be referred to simply as

“Devices.”

All cellular telephones and digital tablets or similar electronic equipment

used for Company purposes must be approved and issued by the

Telecommunications Department, and all computers or similar

equipment must be approved and issued by the IT Department.

Employees are expected to demonstrate proper care of their Company

devices. If you lose, break or damage your Company Device, report it to

your Supervisor immediately. All Devices issued by the Company must be

returned upon leaving the Company or upon transferring to a position

that does not require that Device.

Employees are encouraged to take appropriate safety precautions when

using their Company Devices. The use of handheld cellular telephones or

tablet devices while driving is prohibited. Employees are expected to

comply with applicable state laws regarding the use of cellular

telephones or tablet devices.

Tablet devices, cellular phones, and similar mobile Devices are not to be

Tablet devices, cellular phones, and similar mobile Devices are not to be Tablet devices, cellular phones, and similar mobile Devices are not to be

Tablet devices, cellular phones, and similar mobile Devices are not to be

turned on during your work shift unless approved

turned on during your work shift unless approved turned on during your work shift unless approved

turned on during your work shift unless approved by your Supervisor.

by your Supervisor. by your Supervisor.

by your Supervisor.

Use of electronic devices, tablet devices, and cellular telephones is

Use of electronic devices, tablet devices, and cellular telephones is Use of electronic devices, tablet devices, and cellular telephones is

Use of electronic devices, tablet devices, and cellular telephones is

permitted only during scheduled break times and used only in employee

permitted only during scheduled break times and used only in employee permitted only during scheduled break times and used only in employee

permitted only during scheduled break times and used only in employee

break areas. Use of personal pagers, tablet devices, and cellular phones

break areas. Use of personal pagers, tablet devices, and cellular phones break areas. Use of personal pagers, tablet devices, and cellular phones

break areas. Use of personal pagers, tablet devices, and cellular phones

while on duty or in gue

while on duty or in guewhile on duty or in gue

while on duty or in guest areas will result in disciplinary action up to and

st areas will result in disciplinary action up to and st areas will result in disciplinary action up to and

st areas will result in disciplinary action up to and

including termination. Employees should not use their personal cell

including termination. Employees should not use their personal cell including termination. Employees should not use their personal cell

including termination. Employees should not use their personal cell

phone or electronic equipment while walking around property.

phone or electronic equipment while walking around property.phone or electronic equipment while walking around property.

phone or electronic equipment while walking around property.

Backups and Data Storage

You may not use any cloud storage services to backup any Company

Devices or store any Company any files or data unless you use a

Company-provided service and account, following procedures as

instructed by the IT Department.

You may not use any portable or external storage devices, such as thumb

drives/USB drives/memory sticks, CD/DVD Drives, external hard-drives, or

memory cards (“External Storage Devices

External Storage DevicesExternal Storage Devices

External Storage Devices”) to backup any Company

Device, or to store any Company information, unless the External Storage

Device was provided by the IT Department, and your manager has

approved your use of the External Storage Device. Confidential and

sensitive data written to any form of External Storage Device should

always be encrypted as described in Data Security below.

If you are issued an External Storage Device by the Company, External

Storage Devices may only be removed from the Company’s

premises with the express permission of your supervisor.

The Company reserves the right to inspect and retain the content of any

External Storage Devices leaving its premises.

Use of Company Systems (Including E-Mail, Voicemail,

Internet and Networks)

The following are The Broadmoor’s standards regarding use of all

Company e-mail, voicemail, Internet access, data lines, messaging

services, networks, servers or other backup services, and similar systems

and accounts (“Company Systems

Company SystemsCompany Systems

Company Systems”), regardless of whether Company

Devices or Personal Devices are used.

Company Systems are intended for Company business only. All

information transmitted through Company Systems or on Company

Devices is the sole and exclusive property of the Company and should be

treated as confidential. Such information may not be disclosed to any

person outside the Company or removed from Company premises

without the express permission of your Department Manager.

The purpose of the Company’s Systems and access accounts are to

promote the effective performance of Company business. While it is

acceptable to send or receive personal messages of a limited number and

frequency, personal use of the voicemail and e-mail system must be kept

within the bounds of efficiency and good judgment. Personal use of the

Company’s Internet access account is not permitted.

Employees are strictly prohibited from using Company Systems, Company

Devices, or Personal Devices used for Company business, for any

improper purpose. The Company’s Anti- Discrimination Policy and No

Harassment Policy extend to the use of the Company’s Systems and

Personal Devices used for Company business. Any employee who uses

the Company’s Systems in violation of these policies will be subject to

discipline, up to and including immediate termination.

Employees have the right to use Company Systems and Company

Devices for the full spectrum of concerted activities for mutual aid or

protection protected by Section 7 of the National Labor Relations Act on

nonworking time, and nothing in this policy should be interpreted as

limiting any such rights.

It is not possible to identify every type of inappropriate or impermissible

use of the Company’s Systems. Employees are expected to use their best

judgment and common sense at all times when accessing or using the

Company’s Systems. The following conduct, however, is strictly

prohibited:

• Employees may not transmit, retrieve, download, or store

inappropriate messages or images relating to race, religion, color,

sex, national origin, citizenship status, age, disability, or any other

status protected under federal, state and local laws.

• Employees may not use the Company’s Systems in any way that

violates the Company’s policy against unlawful harassment,

including sexual harassment. By way of example, employees may

not transmit messages that would constitute sexual harassment;

may not use sexually suggestive or explicit screen savers or

backgrounds; may not access, receive, transmit or print

pornographic, obscene or sexually offensive material or

information; and may not transmit, retrieve, download, store or

print messages or images that are offensive, derogatory,

defamatory, off- color, sexual in content, or otherwise

inappropriate in a business environment. Employees are also

prohibited from making threatening or harassing statements to

another employee, or to a vendor, customer, or other outside

party.

• Employees are strictly prohibited from altering, transmitting,

copying, downloading or removing any propriety, confidential,

trade secret or other information of the Company, or of the

Company’s customers. In addition, employees may not alter,

transmit, copy or download propriety software, databases and

other electronic files without proper and legally binding

authorization.

• Employees should not download, transmit, or retrieve

messages from multi-network gateways, real-time data and

conversation programs including, but not limited to, instant

messaging service (e.g. AOL Instant Messenger and Yahoo

Messenger), Internet chat rooms and bulletin boards during their

work shift, unless such activity is necessary for business purposes.

• Employees may not use or allow another individual to use the

Company’s Systems for any purpose that is either damaging

or competitive with the Company or detrimental to its interests.

• Employees are strictly prohibited from using the Company’s

Systems in any manner that violates the U.S. federal CAN-SPAM

law or similar spam laws of Canada or other countries, and may

not send mass mailings unless approved by a department head,

or send, forward, redistribute or reply to “chain letters” or similar

schemes.

• Employees must honor and comply with all laws applicable to

trademarks, copyrights, patents and licenses to software and

other electronically available information. Employees may not

send, receive, download, upload or copy software or other

copyrighted or otherwise legally protected information through

the Company’s Systems without prior authorization (including

authorization of the IT Department with regard to any software

downloads).

• Employees may not solicit personal business opportunities or

conduct personal advertising, personal money-making

activities, or unauthorized fundraising through the Company’s

Systems.

• Employees may not engage in gambling of any kind, monitor

sports scores, or play electronic games through the Company’s

Systems.

• Employees may not engage in day trading or otherwise

purchase or sell stocks, bonds or other securities or transmit,

retrieve, download or store messages or images related to the

purchase or sale of stocks, bonds or other securities through the

Company’s Systems.

Device and System Security Requirements

Employees must comply with the Company’s security requirements

applicable to Company Devices, or Personal Devices used for Company

business, at all times, including without limitation the following and any

policies and procedures issued by the IT Department or the Employee’s

department head.

Devices must be protected by passwords in accordance with the

Company’s Password Policy, and should be set to automatically require

the password after the period of inactivity designated by the IT

Department. Employees must not attempt to change any settings on

Company Devices including without limitation security settings, antivirus

programs, Device locator programs, remote wipe programs, or other

settings. Do not remove any Company labels on a Device. Each

Employee is responsible for protecting any Device in the user’s

possession. Always take reasonable precautions to ensure the Device is in

a safe and secure location.

Employees must comply at all times with the Company’s security

requirements for accessing the Company’s Systems or using Devices

on other networks. This is crucial in order to prevent Devices which

have not been screened by the IT Department from potentially impacting

the Company networks, or from allowing intruders to gain

unauthorized access into Company Devices if used on unsecured

networks, for example. If Employees are granted permission to use

remote access to the Company’s network, VPN or other services,

Employees will comply with all of the Company’s requirements regarding

such access.

Employees will comply with all of the Company’s designated procedures

regarding maintaining the confidentiality and security of Company and

guest information when using Company Systems or Devices. Sensitive

data, including without limitation any guest credit card information, will

be transmitted and stored only in accordance with the Company’s

encryption standards and other requirements (please see your supervisor

or the IT department for details if you are unsure about this).

Access and Disclosure

While we hope that the occasion for any such action would be

infrequent, in the interest of prudence, management reserves the right to

access any messages, files, or other communication or data committed

any of the Company’s Systems, Company Devices, or Company use of

Personal Devices, and to review any person’s use of the Company’s

Systems, including reviewing a list of sites accessed, files or data

transmitted, and other usage details. These Systems are the property of

The Broadmoor and its subsidiaries or affiliates, as is the information and

data committed to, transmitted through, or stored therein, and

Employees should understand that they have no expectation of privacy

with respect to the use of any Company Systems or Company Devices, or

to the extent permitted by applicable laws, in Personal Devices to the

extent used for Company Business.

Waiver and Severability

If any portion of these standards are deemed unenforceable by a court of

law, the remainder will remain in force and the unenforceable provision

will be revised as needed to as closely as possible reflect the intent of the

unenforceable provision.

Recording Devices in the Workplace

Employees are prohibited from having any form of recording or

photography device in the workplace and from recording or

photographing guests, and confidential Broadmoor information.

Violations of this policy may result in immediate discipline (including the

possibility of termination), immediate removal of the recording device

and/or the employee from the workplace, and retention of the recording

device for inspection by the Hotel and/or legal authorities. Limited

exceptions will apply when the employee in possession of the recording

device has been provided advance authorization to use the recording

device by an authorized member of Hotel management and the

recording device is being used in an authorized manner to further Hotel

business.

Prohibited “recording devices” under this policy include, but are not

limited to cameras, camcorders, video devices, picture or video capable

cellular telephones, cassette recorders, and digital voice or image

recorders. Cellular telephones, PDAs, MP3 and DVD devices, portable

computers, and other devices are covered if they are equipped with any

device or technology that has the capability to record images or sounds.

This prohibition applies irrespective of whether the recording capability is

activated or not.

Information/Computer Security and Proprietary Information

• Employees must keep passwords secure and may not share

accounts. Authorized users are responsible for the security of

their passwords and accounts. System and user level passwords

should be changed every 90 days.

• All PCs, laptops and workstations connected to The

Broadmoor network should be secured with a password-

protected screensaver with the automatic feature set at 15

minutes or less.

• Employees should secure their workstations by logging off or

locking (Control-Alt-Delete for Windows users) when the host is

unattended.

• Information contained on portable computers is especially

vulnerable. Special care should be exercised by protecting

laptops in accordance with the corporate security standards,

including personal firewalls.

• Employees must use extreme caution when opening e-mail

attachments received from unknown senders, which may

contain viruses, e-mail bombs or Trojan horse code.

• Social Security numbers and credit card numbers are

considered highly confidential and should be protected at all

times and in all places – not only as they relate to computer

systems, but to paper and e-mail documents. They should NEVER

be stored on local computers or workstations.

Social Media Policy

The Broadmoor’s policy respects that many of our employees utilize

social media in their private and work lives. The following Policy governs

employee use of social media, including online tools used to share

content, profiles, opinions, insights with others such as personal web

pages, message boards, networks, communities and social networking

websites, including, but not limited to, Facebook, Myspace, Digg, Flickr,

Twitter, LinkedIn and weblogs (“blogs”) among others, as it relates to

your work at The Broadmoor. This Policy will evolve as new technologies

and tools become available and if regulatory requirements change.

The Broadmoor respects the rights of all employees to make use of social

media, provided that such use does not adversely affect the Company’s

legitimate rights and interests. For this reason, The Broadmoor expects

employees to exercise good judgment and discretion when using social

media, keeping in mind that what they say and do over the internet may

be a reflection of The Broadmoor.

Specifically, employees are strictly prohibited from:

• Engaging in activity that violates any of The Broadmoor’s

policies or procedures.

• Listing your own or any other employee’s Broadmoor e-mail

address or Broadmoor telephone number, unless the social

media is being used solely for company business.

• Using The Broadmoor’s proprietary identifying image(s), logo(s),

trademarks, service marks, slogans and/or copyrighted

material in non-business related messaging without the prior

consent of The Broadmoor President and CEO or Director of

Human Resources.

• Engaging in activity which violates state or federal laws related

to patent, copyright or trademark infringement, libel,

breach of contract, etc.

• Using any social media during work time, unless it is being used

solely for/on company business. The Employee Resource Library

is available in Human Resources and can be used during break

time.

• Posting or otherwise disclosing any of The Broadmoor’s

proprietary or confidential business information.

• Posting or using a photograph or likeness of a supervisor,

manager, vendor, customer or guest without their prior

permission to do so.

• Posting or otherwise commenting on any potential or actual

legal matter or litigation in which The Broadmoor is involved and

which may be binding upon The Broadmoor or deemed to be an

admission of The Broadmoor.

• Providing references or employment verification for current or

former employees.

Employees engaging in use of social media are subject to all of the

Company’s policies and procedures, including but not limited to The

Broadmoor’s policies: (i) safeguarding Company property; (ii) prohibiting

unlawful practices such as discrimination and harassment; and (iii)

governing the use of The Broadmoor’s computer, telephone and other

electronic and communication equipment and systems.

Employees must make it clear in any online activity that the views and

opinions they express about work or Broadmoor-related matters are their

own and are not those of The Broadmoor or its management. If you

comment on The Broadmoor or any competitor, use your real name,

identify your position with The Broadmoor and, if you have a vested

interest in the topic, please make that interest clear. Never represent

yourself as speaking for The Broadmoor unless you are specifically

authorized to do so. Further, never hold yourself out as an expert on an

issue by virtue of your employment at The Broadmoor without prior

permission. If and when you are authorized to speak on behalf of The

Broadmoor, never represent the Company in a false or misleading way. If

you disagree with another’s opinion, please remain respectful and polite.

The Broadmoor reserves the right to monitor the use of its computer,

telephone and other communications equipment/systems.

Employees should have no expectation of privacy while using said

Broadmoor property.

Nothing in this Policy or in any of the Company’s other policies and

procedures prohibits or otherwise restricts employees from engaging in

concerted activity for the purposes of mutual aid or protection, including

the right to voluntarily discuss their wages, hours, working conditions

and other terms and conditions of employment with one another and/or

others. Nothing in this Policy or in any of the Company’s other policies

and procedures prohibit or otherwise restrict an employee from

participating in a government investigation.

By participating in social media activities, employees accept responsibility

for complying with the policy. Violations of this Policy may result in

disciplinary action up to and including termination of employment. If you

have any questions about this policy, please contact Human Resources.

At The Broadmoor, we understand that social media can be a fun and

rewarding way to share your life and opinions with family, friends and

co-workers around the world. However, use of social media also presents

certain risks and carries with it certain responsibilities. To assist you in

making responsible decisions about your use of social media, we have

established these guidelines for appropriate use of social media.

Guidelines:

Guidelines: Guidelines:

Guidelines: In the rapidly expanding work of electronic communication,

social media

can mean many things.

Social media

includes all means of

communicating or posting information or content of any sort on the

Internet, including to your own or someone else’s web log or blog,

journal or diary, personal web site, social networking or affinity web site,

web bulletin board or a chat room, whether or not associated or

affiliated with The Broadmoor, as well as any other form of electronic

communication.

The same principles and guidelines found in The Broadmoor’s policies

and three basic beliefs apply to your activities online. Ultimately, you are

solely responsible for what you post online. Before creating online

content, consider some of the risks and rewards that are involved. Keep

in mind that any of your conduct that adversely affects your job

performance, the performance of fellow employees or otherwise

adversely affects customers, supplies, people who work on behalf of The

Broadmoor or The Broadmoor’s legitimate business interests may result

in disciplinary action up to including termination.

Know an

Know anKnow an

Know and Follow the Rules:

d Follow the Rules: d Follow the Rules:

d Follow the Rules: Carefully read these guidelines, No

Discrimination and No Harassment Policy, and ensure your postings are

consistent with these policies. Inappropriate postings that may include

discriminatory remarks, harassment, and threats of violence or similar

inappropriate or unlawful conduct or will not be tolerated and may

subject you to disciplinary action up to and including termination.

Be Respectful:

Be Respectful: Be Respectful:

Be Respectful: Always be fair and courteous to fellow employees,

customers, suppliers or people who work on behalf of The Broadmoor.

Also, keep in mind that you are more likely to resolve work related

complaints by speaking directly with your co- workers or by utilizing our

Open Door Policy than by posting complaints to a social media outlet.

Nevertheless, if you decide to post complaints or criticism, avoid using

statements, photographs, video or audio that reasonably could be

viewed as malicious, obscene, threatening or intimidating, that disparage

customers, employees or suppliers, or that might constitute harassment

or bullying. Examples of such conduct might include offensive posts

meant to intentionally harm someone’s reputation or posts that could

contribute to a hostile work environment on the basis of race, sex,

disability, religion or any other status protected by law or company

policy.

Be Honest and Accurate:

Be Honest and Accurate: Be Honest and Accurate:

Be Honest and Accurate: Make sure you are always honest and accurate

when posting information or news, and if you make a mistake, correct it

quickly. Be open about any previous posts you have altered. Remember

that the Internet archives almost everything; therefore, even deleted

postings can be searched. Never post any information or rumors that you

know to be false about The Broadmoor, fellow employees, customers,

suppliers, and people working on behalf of The Broadmoor or

competitors.

Post Only Appropriate and Respectful Content:

Post Only Appropriate and Respectful Content:Post Only Appropriate and Respectful Content:

Post Only Appropriate and Respectful Content:

• Maintain the confidentiality of The Broadmoor trade secrets and

private or confidential information. Trade secrets may include

information regarding the development of systems, processes,

products, know-how and technology. Do not post internal

reports, policies, procedures or other internal business-related

confidential communications.

• Respect financial disclosure laws. It is illegal to

communicate or give a “tip” on inside information to others so

that they may buy or sell stocks or securities. Such online conduct

may also violate the Insider Trading Policy.

• Do not create a link from your blog, website or other social

networking site to The Broadmoor’s website without identifying

yourself as a Broadmoor employee.

• Express your personal opinions. Never represent yourself as a

spokesperson for The Broadmoor. If The Broadmoor is

subject to the content you are creating, be clear and open about

the fact that you’re an employee and make it clear that your

views do not represent those of The Broadmoor, fellow

employees, guests, customers, suppliers or people working on

behalf of The Broadmoor. If you do publish a blog or post online

related to the work you do or subjects associated with The

Broadmoor, make it clear that you are not speaking on behalf of

The Broadmoor. It is best to include a disclaimer such as “The

postings on this site are my own and do not necessarily reflect

the views of The Broadmoor.”

Using Social Media at Work:

Using Social Media at Work:Using Social Media at Work:

Using Social Media at Work: Refrain from using social media on work

time or on equipment we provide, unless it is work-related as authorized

by your manager or consistent with the Company Equipment Policy.

Do not use The Broadmoor’s email addresses to register on social

networks, blogs or other online tools utilized for personal use.

Retaliation is Prohibited:

Retaliation is Prohibited: Retaliation is Prohibited:

Retaliation is Prohibited: The Broadmoor prohibits taking negative action

against any employee for reporting a possible deviation from this policy

or for cooperating in an investigation. Any employee who retaliates

against another employee for reporting a possible deviation from this

policy or for cooperating in an investigation will be subject to disciplinary

action, up to and including termination.

For More Information:

For More Information: For More Information:

For More Information: If you have questions or need further guidance,

please contact Human Resources.

Use of Hotel Facilities

The facilities, restaurants, and lounges of The Broadmoor Golf Club are

for Hotel guests and Golf Club members only. Use of pools is also

restricted to guests. Employees may use the retail shops, as does the

general public. Appropriate attire and conduct is required when using

any Hotel facilities.

• PUBLIC AREAS

PUBLIC AREASPUBLIC AREAS

PUBLIC AREAS: Off duty employees are not allowed in the public

areas of the Hotel, including the lobby areas without notifying

their immediate Supervisor.

• WORK AREA

WORK AREAWORK AREA

WORK AREA: You will be assigned to a work area. You are not to

visit other areas except when on business. You should always

notify a Supervisor or Manager when leaving your work area.

Restaurant Use Pass

Whenever you visit our restaurants or lounges, you will need a

Restaurant Use Pass. You can obtain this pass from your Department

Head in advance of your planned visit. You are responsible for making

reservations in advance with the Manager of the outlet you wish to

utilize. A Restaurant Use Pass will be issued based on availability.

However, if we are anticipating a large volume of guests in our

restaurants and lounges, you may be denied a Restaurant Use Pass. In

most instances, weekends and holidays are reserved for Hotel guests and

local patrons. When using a Restaurant Use Pass, you must be off duty

and not in uniform. Appropriate attire and conduct is expected.

Employee/Guest Fraternization

While all employees are expected to be friendly and courteous with Hotel

guests, non-employment related socializing, dating, or fraternization with

the guests is prohibited. This policy applies whether an employee is on or

off duty. Any infraction of this policy will be investigated and may result

in termination

terminationtermination

termination.

Food and Beverage Deliveries

Food and beverage deliveries from outside vendors are not permitted at

the Hotel. Please refer our guests to our outlets or Room Service for food

and beverage service. Should you see such a delivery being made, please

contact the Assistant Manager on duty at ext. 5419 so follow up action

can be taken.

Lactation Accommodation Policy

The Broadmoor provides convenient, private areas for nursing mothers

who need to express breast milk periodically during the work day.

Employees who would like to utilize these areas should contact their

manager or Human Resources to make arrangements.

Your Performance

The Broadmoor knows how important it is for you to know what is

expected of you and how your performance is being viewed. We believe

that performance feedback or coaching starts with your first day and is a

continuous process. We have outlined below specific times for formal

reviews. These times are designed for a formal evaluation of your

performance.

Post Evaluation Period

After the completion of your evaluation period, you will receive a review

by your Supervisor. The review is based on your performance during the

90-day evaluation period.

Annual Evaluation

You will receive an evaluation to determine your work progress and a

pay review on or around your anniversary date each year. If you should

transfer to another department or position at the Hotel, your next review

will be one year from your transfer date. How well you perform your job

is the most important factor on which recommendations regarding your

pay increase are made. Your Supervisor considers, among other things,

the quality of work, overall knowledge, your work performance, your

attitude, initiative, cooperation with others, and your adaptability and

versatility in your job. Regular attendance and punctuality, grooming,

safety record and care of Hotel property are also factors that will be

considered in your overall performance evaluation. The pay review is

based on performance and does not guarantee an increase in pay. If a

pay increase is determined, the increase will begin on the first day of the

pay period following your anniversary date. During your performance

evaluation, you are encouraged to discuss your progress with your

Supervisor. Should you have questions about your progress between

these reviews, please feel free to ask your Supervisor to talk with you in

private.

Salary Administration

All hourly positions at the Hotel are assigned a minimum and maximum

rate. Once you reach the maximum hourly rate for your position, you are

ineligible for additional merit percentage increases as long as you remain

in that position. Salary surveys may be conducted periodically to

determine if The Broadmoor wages are generally competitive in our

industry and geographic area. No employee may give himself/herself a

pay increase by means of a wage increase, salary increase, or any

additional compensation (i.e. to include tips, gratuities, etc.)

without approval.

Sample Pay Period

Your pay is based on the

hours

worked during a two-

week

period ending every

other

Friday. Paychecks are

issued

the following Friday

reve

eveeve

eventi

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F-

Payday

Shaded = Pay Period

S M T W TH

F S

Picking Up Paychecks

Paychecks must be picked up at the Loss Prevention Office in the Main

Building between the hours of 7:00 a.m. and 7:00 p.m. on paydays. After

these hours, paychecks will be kept in Loss Prevention on Saturday,

Sunday, Monday and Tuesday following the payday. After that, checks

may be picked up in the Payroll Office in Accounting. If there is a

discrepancy with your paycheck, see your Supervisor. For your

protection, we do not allow relatives, your spouse, or any other person to

pick up you paycheck. You must pick up your paycheck in person and

you will be required to show your Broadmoor I.D. card.

Clocking In/Out

Remember that it is your responsibility to clock in and out properly for

each shift that you work and for all meal periods. If you forget to clock in

or out any time during the pay period and it causes your paycheck to be

incorrect, the correction will be reflected on your next scheduled

paycheck. Excessive failure to clock in/out or clocking in or out for

anyone other than yourself may result in disciplinary action up to and

including termination.

Direct Deposit

The Broadmoor has established an automatic payroll deposit system with

the bank of your choice. If you would like more information or to enroll

in the plan, please utilize Employee Self Service to enroll.

Tip Reporting

Some Broadmoor employees receive tips for their work in addition to

their pay from The Broadmoor. Under U.S. Government rules, each

employee who receives more than $20.00 in cash tips during a month

must turn in a tip report to the Payroll Office on a bi-monthly basis.

Furthermore, the rules require that income tax and Social Security taxes

on reported tips be deducted from the regular paychecks. If you receive

tips, you should know that the Government levies a penalty on any

employee who fails to report or who reports tips incorrectly.

Overtime

Work schedules may require overtime work. A non-exempt employee will

be paid at one and one half times the regular hourly rate for hours

worked over 40 hours per week or 12 hours per day. Due to the nature

of the hospitality business, you are required to work overtime when

determined necessary and approved by your Supervisor.

For purposes of calculating overtime hours, only actual hours worked will

be counted. Paid time off is not counted as hours worked for purposes of

calculating overtime hours.

Overtime Compensation

Overtime compensation varies depending on the employee’s pay plan,

job duties, and other regulatory factors. For example, our salaried-exempt

employees normally do not receive extra pay for overtime hours.

Likewise, certain other employees are exempt from overtime premium

pay, so we pay those employees straight-time pay for overtime hours.

Our hourly non-exempt employees receive straight-time pay plus half-

time pay (the time-and-one-half rate) for overtime hours. In any event, all

overtime work performed by such employees will be paid properly.

Resignations

If you are voluntarily ending your employment, you must provide a

written statement of resignation. A minimum of two weeks advance

notice of resignation is requested. Failure to provide sufficient notice will

affect your eligibility for rehire.

Exit Process

Should your employment come to an end at The Broadmoor, you are

required to complete an Exit Checklist. The checklist is designed to

simplify the check-out process and to ensure that all Broadmoor Hotel

property is returned. Exit Checklists are available from your Department

Manager, Human Resources or any Form Center.

The Exit Process is as follows:

Step 1: Outgoing Employee Informatio

Step 1: Outgoing Employee InformatioStep 1: Outgoing Employee Informatio

Step 1: Outgoing Employee Information

Fill in the information requested in this section.

Step 2: Department

Step 2: DepartmentStep 2: Department

Step 2: Department

A Department Manager or Supervisor must complete and sign off on the

Exit Checklist to verify departmental equipment has been returned.

Step 3: Uniforms

Step 3: UniformsStep 3: Uniforms

Step 3: Uniforms

The Uniform Department must sign off on the Exit Checklist to verify

that all uniforms issued to you have been returned. They will also provide

a receipt to you for the return of your uniform deposit.

Step 4: Loss Prevention

Step 4: Loss PreventionStep 4: Loss Prevention

Step 4: Loss Prevention

The Loss Prevention Department must sign off on the Exit Checklist to

verify that all key cards, lockers and parking passes have been returned.

Step 5: Employee Housing

Step 5: Employee HousingStep 5: Employee Housing

Step 5: Employee Housing

If you reside in employee housing, you must complete step five by

scheduling a walk-through of your housing unit with a representative of

from Housing. Once the walk- through has been completed, Human

Resources will sign off on the Exit Checklist.

Step 6: Benefits and Risk Management

Step 6: Benefits and Risk ManagementStep 6: Benefits and Risk Management

Step 6: Benefits and Risk Management

The Benefits Manager or designee needs to sign the checklist to indicate

whether you have insurance coverage and the Risk Manager must sign if

you have an open worker’s compensation claim.

Step 7: Reason for Leaving

Step 7: Reason for LeavingStep 7: Reason for Leaving

Step 7: Reason for Leaving

In this section, indicate the reason for leaving (voluntary or involuntary)

and whether you would like to pick up your final paycheck or have it

mailed.

Step 8: International Employees Only

Step 8: International Employees OnlyStep 8: International Employees Only

Step 8: International Employees Only

Please see International Recruiting Manager regarding any outstanding

fees prior to completing the exit process.

Step 9: Human Resources

Step 9: Human ResourcesStep 9: Human Resources

Step 9: Human Resources

Complete the exit process with the Human Resources Department.

You must turn in your name tag, I.D. card, Employee Guidebook and

SMART Start materials (if provided). Human Resources will answer any

final questions you may have and sign the Exit Checklist.

Step 10: Exit Questionnaire

Step 10: Exit QuestionnaireStep 10: Exit Questionnaire

Step 10: Exit Questionnaire

If you are leaving the Hotel voluntarily, you will be asked to complete the

questionnaire attached to the Exit Checklist. We appreciate your

feedback. Please include your phone number at the bottom of the page

if you would like a follow up exit interview in person or by phone.

Step 11: Letter of Resign

Step 11: Letter of ResignStep 11: Letter of Resign

Step 11: Letter of Resignation

ationation

ation

Each employee who leaves the Hotel voluntarily will be required to

complete a letter of resignation, which states resignation date and

reason for leaving.

Final Checks

Before your final check is issued, an Exit Checklist must

must must

must be completed.

Payroll deductions may be made for Hotel equipment or materials

damaged or not returned. (See chart below for an example of charges).

Your final paycheck will be mailed to the forwarding address you provide

or it will be held for you in the Payroll Office, depending upon your

instructions. If you currently utilize direct deposit, direct deposit of your

paycheck will be suspended upon resignation and you will receive your

check as stated above.

List

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I.D. Card

$15.00

Name Tag $5.00/$7.00

Guidebook/CD $15.00

Uniforms $100.00 Deposit

(Plus any additional materials depending upon uniform and Department)

Check Cashing

The Broadmoor does not have the capability of cashing personal or

payroll checks.

Advance on Paychecks

There is a general policy of no advances on paychecks. An emergency

request must be approved by the Assistant Director or Director of Human

Resources.

Employee Communication & Recognition

At The Broadmoor, we encourage you to communicate your ideas,

suggestions, and concerns to your Supervisor or department. In addition,

we have provided you with other means whereby you can communicate

with management and them with you. We encourage you to take

advantage of our communication system so we can work together to

provide the best possible service to our guests and the most effective,

positive and professional work environment for our employees.

Projects, R

Recognition, I

Involvement, D

Dedication and E

Events

Committee (P.R.I.D.E.)

The purpose of the P.R.I.D.E. Committee is to improve communication

throughout the Hotel. The Committee is designed to encourage

employee discussion regarding activities, special events and Hotel

matters. Members from each division are chosen to attend the monthly

P.R.I.D.E. Committee meeting. P.R.I.D.E. Committee members must have

been employed with the Hotel for at least six months and should possess

the following qualities:

•

A positive attitude.

•

A genuine desire to improve the Hotel and work environment.

•

Concern for their fellow employees.

•

The willingness to communicate with others.

•

Be in good standing with their department.

P.R.I.D.E. Committee members are a vital link in ensuring that their

department is well informed and that the needs and concerns of the

department’s employees are expressed.

Employee Recognition Programs

Each month the P.R.I.D.E. Committee selects an Employee of the Month

from each division. Nominations are submitted by Supervisors, Managers,

and fellow employees. Nomination forms are available through your

P.R.I.D.E. Committee member, at the Forms Centers located throughout

the Hotel, or in the Human Resources public folder in Outlook. The

factors considered in the selection process are:

•

Outstanding service to internal and external guests

•

A positive attitude

•

Courtesy and cooperation

•

Work quality and productivity

•

Professional appearance

•

Attendance and punctuality record

•

Safety record

Candidates must also be employed at the Hotel for at least six months

and have no disciplinary actions in the past 90 days.

Employees of the Month are honored with a certificate, a cash award,

dinner for two, a luncheon in his/her honor, a parking pass, and a special

nametag to wear during the month. In addition, the Employee of the

Month is featured in

The Buzzin’ Bee Above and Beyond Magazine.

100

Each December, an Employee of the Year from each division is selected

from among the year’s Employees of the Month. The Employees of the

Year are honored at the annual Employee Holiday Party with a plaque,

cash award and trip for two.

Manager of the Quarter

Each quarter, the Executive Committee selects a Manager of the Quarter.

Executive Committee Members are not eligible. The factors considered in

the selection process are:

•

Interpersonal skills

•

Training and Development

•

Employee retention

•

Quality

•

Organization skills

•

Budget management

•

Staff morale

•

Productivity

•

Communication skills

•

Impact on The Broadmoor

To be eligible, Managers must be employed at the Hotel for at least six

months and have no disciplinary actions in the past six months.

We honor Managers of the Quarter with a cash prize, overnight stay and

dinner for two at the Hotel, a special nametag for the quarter, a plaque

and an article in

The Buzzin’ Bee Above and Beyond Magazine.

Along with recognizing a Manager quarterly, The Broadmoor will

recognize a Manager of the Year. This individual will be honored in

December and receive a plaque, a cash award and a trip for two.

101

Service Pins

After one year of full-time or part-time service, employees receive a one

year service pin. Service pins are also presented at 3, 5, 10, 15, and 20

year anniversaries. Service pins should be worn directly above the

nametag.

An Evening with the Stars

An Evening with the Stars is a very special event to honor long- term

employees who have worked for The Broadmoor for 10, 15, 20, 25, 30

years or more. The event is hosted by the President & CEO of The

Broadmoor each year.

Pioneer Club

Broadmoor employees who have completed 25 years of continuous full-

time service are inducted into The Broadmoor Pioneer Club. Both active

and retired employees who are members of The Pioneer Club receive

special recognition at the annual induction party and participation in

other special events during the year.

Publications

There is one monthly publication

designed to keep you abreast of

current and upcoming information

and events. The Buzzin’ Bee Above

and Beyond Magazine will keep you up-to-date on important hotel

information, announcements of upcoming events, educational

opportunities, savings and special offers for Broadmoor employees and

other information of interest. The magazine will also spotlight the

Manager of the Quarter winner, Employees of the Month, Service Pin

recipients, highlights from employee events, and spotlights P.R.I.D.E.

102

Committee activities. It is available in the Form Centers, Loss Prevention,

Uniforms, Broadmoor Café and the Human Resources Public Folder.

“I Make it Better” Hotline

This 24-hour hotline is available for you to share any comments,

questions, concerns or suggestions regarding the Hotel. By dialing IMIB

(ext. 4642) from any house phone, you will be connected to a voicemail

message, which instructs you to leave your comments. This is checked

regularly and an employee can usually expect a response within two

weeks.

Due to the serious nature of harassment, discrimination and retaliation,

employees must voice your concerns or complaints about such behavior

to the individuals listed in the No Harassment Policy in this Guidebook.

Departmental Meetings

Departmental meetings will be held on a regular basis. This is an

opportunity for you to address any concerns that you may have about

policies, receive updated information and offer suggestions for the

Department and the Hotel. All employees must attend their

departmental meeting. Failure to attend a mandatory meeting will result

in disciplinary action. Please consider these meetings as part of your

schedule and paid work time. Arrive promptly and dress appropriately.

Employee Open Forum

Each month, a group of randomly selected employees will be invited to

share ideas and opinions with an Executive Committee. This is an open

forum where the selected employees are able to ask questions and share

information in an informal setting.

103

Bulletin Boards

Announcements of upcoming events, changes in policies, “all employee”

memos, educational opportunities and other business information of

interest are posted on bulletin boards throughout the Hotel. In addition,

open positions are posted on the bulletin board located near the

employee entrance to the Main Building. Make it a habit to read the

bulletin boards daily. Please be aware that you may not post any

information on these bulletin boards.

R.S.V.P. Hotline

You have many opportunities for learning at The Broadmoor. Course

catalogs can be found in all Form Centers and contain information on

classes offered. By dialing R.S.V.P. (ext. 7787) from any house phone, you

will be connected to a voicemail box on which you leave your name,

department, name and date of class you would like to attend.

104

V.V.

V. BENEFITS

BENEFITSBENEFITS

BENEFITS

The Broadmoor strives to offer its employees competitive and attractive

benefits. Many of these benefits are available to you immediately upon

your first day of employment. Some benefits are also available to your

immediate family. Immediate family is defined as househo

Immediate family is defined as househoImmediate family is defined as househo

Immediate family is defined as household members,

ld members, ld members,

ld members,

including your spouse and dependent children age 18 and under.

including your spouse and dependent children age 18 and under.including your spouse and dependent children age 18 and under.

including your spouse and dependent children age 18 and under.

Broadmoor Café

Our employee café is located in the Main Hotel. Breakfast, lunch, and

dinner are always available. The café is for the use of currently employed

staff members only. Your employee name badge or I.D. card will provide

identification for admittance.

Appropriate attire (see grooming standards) must be worn if utilizing the

employee café on your days off. Persons wearing inappropriate clothing

or clothing in disrepair, offensive T-shirts, short shorts, halter tops or tank

tops will not be served.

Employees of the hotel are permitted ONE

ONE ONE

ONE free meal on their birthday.

Your employee name badge or I.D. card will be required. Note: If you are

scheduled off on your birthday, you may have the ONE

ONE ONE

ONE free meal within

five days of your birth date.

Restaurant Discounts

Employees receive a discount based on years of service, at our many

restaurant and lounges (except Espresso News). You must request a

Restaurant Use Pass

in advance from your Department Head (see Policies

and Procedures) and

present it to your server to receive your discount. Remember to base and

pay your gratuity on the total

before

the discount. The discounts are as

follows:

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

105

Discounts on Purchases

Employees receive a 30% discount at Broadmoor owned and operated

retail shops with the exception of Espresso News (no discount). You will

be required to present your Broadmoor I.D. to receive your discount. In

addition, you will receive a 30% discount on sale items with the

exception of those items marked down 50% or more. Additional

discounts may be available. Ask your Department Head about these.

Laundry and Dry Cleaning Discount

The Broadmoor Laundry and Dry Cleaners offers employees a 20%

discount on laundry and dry cleaning services. You must present your

Broadmoor I.D. card to receive your discount. (Hotel uniforms are

cleaned free of charge- see “Uniforms” under Policies and Procedures).

Movie Passes

Free admission to movies is granted to current employees and their

immediate families only. Admission may be obtained by presenting your

Broadmoor I.D. card to the cashier at the theater. An eligible employee

must be present.

You must wear appropriate attire. Admittance will be denied to persons

wearing inappropriate clothing or clothing in disrepair, offensive T-shirts,

short shorts, tank or halter tops, or Hotel uniforms. Please refer to the

Grooming Standards for further explanation.

Spa Discount

The Spa at The Broadmoor currently offers a 30% discount to employees

on all merchandise in the Spa and Salon. The Spa wishes to extend to all

employees limited access to Spa services at reasonable prices, subject to

strict conditions and changes or cancellations without notice. (See

Employee Spa Menu for booking an appointment, spa employee pricing

and gratuity.) The discount does not include use of the Fitness Center.

Appointments booked for employees are subject to availability and the

106

employee appointment may be moved to accommodate a guest if

demand requires. Reservations must be made no more than 24- hours in

advance and appointments are considered Monday through Thursday

only. Reservations must be made by contacting 719-492-0402, through

the Spa Director or Manager on duty only

onlyonly

only. The discount does not include

gift certificates and is for the employee only

employee onlyemployee only

employee only. Employees may contact the

Spa for additional information.

Other Current Discounts

All discounts are subject to change or cancellation without notice.

Present your Broadmoor employee I.D. card when requesting any of the

active discounts. A complete up-to-date list of benefits can be obtained in

Outlook/Public Folders/Human Resources + drop down/Employee

Benefits/On and Off Property Discounts, or from your

Manager/Department Head. Please contact the Benefits office at ext.

5180 for more details.

Employee Resource Library

The Resource Library is located in Human Resources and provides a

variety of books, magazines, and DVD’s for employees to check out.

Topics include hospitality-related subjects, supervisory development,

and personal development to name a few. You may check out resources

to review and study on your own.

The library also has computers available for employee use. These may be

used to check personal e-mail and only offers internet access. If an

employee is found to have accessed inappropriate web sites (any content

of a sexual, violent, or otherwise inappropriate nature) or used the

computers in any way that is contrary to company policy, appropriate

disciplinary action will be take up to and including termination.

Employees are required to sign

Employees are required to signEmployees are required to sign

Employees are required to sign-

-in and out in the Human Resources

in and out in the Human Resources in and out in the Human Resources

in and out in the Human Resources

Office when using the library computers

Office when using the library computersOffice when using the library computers

Office when using the library computers. You may access Employee Self

Service at URL ess.Broadmoor.com

107

Employee Access Automated Teller Machine (ATM)

As a convenience to employees, an employee only access ATM is

available for use 24-hours a day, seven days a week. The ATM is located

in the employee Café.

Employees pay a $1.50 service fee per transaction (all fees are subject to

change without notice); in addition to any fees your financial institution

may charge. This is a cash-dispensing machine only.

Employee Fitness

In keeping with The Broadmoor Hotel’s commitment to employee health

and wellness, we offer all employees membership at 24 Hour Fitness

24 Hour Fitness 24 Hour Fitness

24 Hour Fitness at

substantially reduced rates. This benefit provides employees with access

to state-of-the-art fitness and exercise equipment, free weights, pool,

whirlpool and sauna facilities, locker room facilities, and group exercise

classes. Wellness and fitness education, personalized fitness instruction,

and even day care is also available to employees who take advantage of

this benefit. To enroll visit your local club.

Employee Assistance Program (EAP) – Centura Health Profile

EAP

The Employee Assistance Program (EAP) provides professional

assessment, initial counseling and referral service for personal difficulties.

The Broadmoor covers the cost for an initial assessment and two

additional sessions per issue; frequently, difficulties are resolved during

these initial free assessment sessions.

This program is available to all employees, their spouses and dependent

children. This program is confidential and available 24- hours per day.

EAP service is available to employees for 30 days after termination at no

cost.

108

Services include:

• Relationship issues

• Family difficulties

• Grief

• Stress, depression, and anxiety

• Substance abuse

• Workplace difficulties

• Work/life benefits

Brochures providing more detailed information on Profile EAP are

located in the Form Center, through Human Resources, from your

Manager, or employees can call: (719) 634-1825 or (800) 645-6571. 24/7

crisis services available: Website – www.ProfileEAP.org – username:

Broadmoor password: 1520

Hotel Chaplain/Counselor

The Broadmoor’s Chaplain, who oversees the services at the

Broadmoor’s Pauline Chapel, is available to assist and meet with

employees who would like to meet with someone for counsel or spiritual

direction. The Chaplain can be reached at 719-634- 8052.

Tuition Reimbursement Policy

Who is eligible?

Who is eligible?Who is eligible?

Who is eligible?

Any full-time or part-time employee who has completed six months of

continuous service and has received pre-approval for degree plan/classes

that relate directly to the employee’s current position and/or the

hospitality industry.

What is the procedure?

What is the procedure?What is the procedure?

What is the procedure?

109

• Complete a tuition reimbursement form prior to registering for

the course. (Forms are available in Human Resources Public

Folder or Forms Centers).

• Obtain your Department Manager’s approval.

• Return the signed form to the Human Resources office for the Senior

Training Manager’s approval. After completion of the class, turn in

your grade and tuition receipt to the Training Office for

reimbursement.

What is covered by Tuition Reimbursement?

What is covered by Tuition Reimbursement?What is covered by Tuition Reimbursement?

What is covered by Tuition Reimbursement?

Tuition costs only. The Broadmoor Hotel will not pay for application or

student fees, books and/or class materials.

How much am I eligible to receive?

How much am I eligible to receive?How much am I eligible to receive?

How much am I eligible to receive?

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

follows:

100 % For an “A” or equivalent

75% For a “B” or equivalent

50% For a “C” or equivalent

•

Pass/Fail classes will be reimbursed at 75% for a “Pass” grade.

•

Reimbursement will not be made for any grade below a “C” or

the equivalent at the time of completion.

•

Reimbursement amount limits are as follows:

Length of Service Amount

6 months up to 2 years $1,000/year

2 years up to 5 years $2,500/year

5 years up to 10 years $4,000/year

10+ years $5,000/year

If you leave The Broadmoor Hotel within six months of receiving

reimbursement, you may be required to repay any amounts paid to you

under this policy. The amounts owed may be deducted from your final

paycheck.

• All degree plans and classes are subject to final approval by the

Human Resources Department based on subject matter, class

110

content, instructional institution and the class content in relation

to your current position within the Hotel.

Scholarship

The Broadmoor may annually award scholarships ranging from $500 to

$2,000 to full-time, part-time, and seasonal (employed at least two

consecutive seasons) employees who have completed at least six months

of continuous service and have plans for continued employment at The

Broadmoor. Scholarship recipients must be enrolled in an accredited

college or university in Colorado, and must be seeking a degree in

Hospitality, Business, or a related field.

Vacation

Each full-time employee who has completed six consecutive months of

service is eligible to earn vacation. Reminder: If you transfer from a FT

Reminder: If you transfer from a FT Reminder: If you transfer from a FT

Reminder: If you transfer from a FT

position to a PT, Seasonal, or On

position to a PT, Seasonal, or Onposition to a PT, Seasonal, or On

position to a PT, Seasonal, or On-

-call

call call

call position, you will have

position, you will have position, you will have

position, you will have six months to

six months to six months to

six months to

use your credited vacation time only before you will lose it.

use your credited vacation time only before you will lose it. use your credited vacation time only before you will lose it.

use your credited vacation time only before you will lose it. Use an

“Employee Time Off Request” Form to request vacation. Unused Personal

and Sick Days are not eligible to be extended.

Other Requirements:

Other Requirements:Other Requirements:

Other Requirements:

• Vacation time cannot be accumulated. Vacation time is earned

and credited upon the completion of six consecutive months and

upon your anniversary date each year and must be taken during

the following anniversary year. If it is not taken, it will

If it is not taken, it will If it is not taken, it will

If it is not taken, it will not

notnot

not

be be

carried over

carried over carried over

carried over into the next year and it will be lost.

into the next year and it will be lost.into the next year and it will be lost.

into the next year and it will be lost.

• Vacation time must be requested in advance, and will be

approved on a case by case basis.

• Accrued vacation time will be paid out in full upon separation,

except in cases of gross misconduct, as determined by The

Broadmoor.

• Due to peak occupancy periods from April through September,

vacations may not be approved during this time.

o Vacation is granted for rest and/or relaxation; therefore,

you may not receive vacation pay in lieu of time off.

111

o Vacation pay will be paid out to you on the next

regularly scheduled pay day following your vacation.

o Vacation pay will not be paid in advance.

o To be eligible for vacation pay you must submit a Time

Off Request form for approval by your Manager and/or

Department Head. If you are unable to work your last

scheduled shift before an approved vacation or personal

day or the first scheduled shift after an approved

vacation or personal day due to an illness, you must

present a doctor’s note prior to your return.

Vacation Time is Credited P

Vacation Time is Credited PVacation Time is Credited P

Vacation Time is Credited Per the Table Below

er the Table Belower the Table Below

er the Table Below

mpl

plpl

plet

etet

eti

of:

f:f:

TiTi

Tim

6 full-time months

40 hours

1 full-time year

Additional 40 hours

2 – 4 full-time years

80 hours

5 – 9 full-time years

120 hours

10 full-time years or more

160 hours

Holidays

All full-time employees who have completed 12 consecutive months of

full time service are entitled to receive three paid holidays per year. The

three recognized holidays are:

• Thanksgiving Day

• Christmas Day

• New Year’s Day

Eligible employees will be paid for eight hours of holiday pay on the

recognized holiday. If an employee is scheduled to work on the

recognized holiday, they will be paid for actual hours worked in addition

to the eight hours of holiday pay.

112

To be eligible for holiday pay, you work your last schedule shift before

the holiday and the first scheduled shift after the holiday, unless you are

on an authorized leave.

Personal Days

All full-time employees who have completed 12 months of consecutive

service are eligible to take four personal days per anniversary year.

Personal days can be used as needed and must be taken within the

anniversary year. Personal days cannot be accumulated or rolled over

into the next anniversary year. Unused personal days will not be paid out

upon resignation or termination from the Hotel. All personal days require

prior approval from your Department Manager.

Paid Sick Leave

Paid sick leave is available for employees who are, in fact, ill and unable

to work. Paid sick leave cannot be converted into vacation leave and is

not payable upon termination. Paid sick leave is for an employee’s own

illness and not for family members, unless used under an approved FMLA

Leave of Absence. The Hotel reserves the right to require a doctor’s

certification of your illness.

Each full-time employee accumulates two hours of paid sick leave every

pay period and is charged for sick leave taken. Paid sick leave is not

available for use until completion of the first six months of full-time

employment.

No employee may accumulate more than 15 days (or 120 hours) of paid

sick leave. Paid sick leave taken the last scheduled day prior or the first

scheduled day back from vacation, personal day, or holiday time requires

a doctor’s note. Failure to provide a doctor’s note in this circumstance

may result in a loss of paid time benefit and will result in disciplinary

action up to and including termination.

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

Hotel.

113

Paid Time Off Note

“Tipped employees” (those employees for whom the Broadmoor takes a

tip credit) will be paid vacation, sick and personal time at the current

minimum wage rate.

Election Day

The Broadmoor encourages employees to exercise their right to vote. If

you are unable to get to your polling location during regular polling

hours because you are scheduled to work, the Hotel will provide up to

two hours for you to vote. Arrangements must be made with the

Department Manager or Supervisor in advance to determine an

appropriate time.

Leaves of Absence

Should you require a leave of absence from your job, contact the Risk

Manager

in person

in Human Resources to determine your eligibility to

take leave and to obtain more information about the leave process. All

leaves of absence will be granted as required by law.

Personal Leaves of Absence

Personal leaves are not granted frequently, as the nature of our business

will not permit them. You may apply for a personal leave of absence in

person through Human Resources.

• Personal leaves are granted on a case by case basis, and must be

approved by Human Resources, your Department Managers,

and if the leave is for longer than two weeks, require approval

from an Executive Committee member.

• Personal leaves may be granted, and if granted, only after

vacation and personal time have been exhausted. If you receive

permission for a personal leave, you must fill out a

Leave of

114

Absence (LOA) Request Form

and contact the Risk Manager to

arrange to continue payments for your medical and dental

insurance. Vacation, sick and personal days will not accumulate

or accrue while on a leave of absence. Holiday pay will only be

paid if the employee has returned from their LOA.

• All Hotel property must be returned before the leave

commences.

• The employee will receive a date of hire adjustment upon their

return from Personal Leave.

• When you return from a personal leave of absence, the Hotel

will attempt to return you to the position that you left.

• If that position is no longer available, you will be considered for

any open positions for which you are qualified. If no positions

are available, you will be terminated.

• Failure to report to work as scheduled following a leave of

absence can result in dismissal.

• Medical and Dental Coverage

Medical and Dental CoverageMedical and Dental Coverage

Medical and Dental Coverage: You may continue

participation in your elected medical, dental and vision

coverage by paying the employee portion of premiums for group

medical, dental and vision insurance. Premiums must be paid in

advance of the leave by the employee. If you do not return from

your leave and have not paid your group medical, dental and

vision insurance, you will be billed for the premiums owed to the

hotel and by law you will be extended the opportunity to

continue coverage for a limited time by paying 102% of the total

coverage cost through COBRA regulations.

Family and Medical Leave Act Policy

The Family and Medical Leave Act employees the opportunity to take job-

protected leave for certain specified reasons (Refer to section on Use of

Accrued Paid Leave). The maximum amount of leave an employee may

use is either 12 or 26 weeks, depending on the approved leave, within a

12-month period depending on the reasons for the leave.

Employee Eligibility:

Employee Eligibility: Employee Eligibility:

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

115

Have worked at least 12 months for the Hotel in the preceding

seven years (limited exceptions apply to the seven-year

requirement);

Have worked at least 1,250 hours for the Hotel over the

preceding 12 months; and

Currently work at a location where there are at least 50

employees within 75 miles.

Conditions Triggering Leave:

Conditions Triggering Leave: Conditions Triggering Leave:

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

reasons:

Birth of a child, or to take care for a newly-born child (up to 12

weeks);

Placement of a child with the employee for adoption or foster

care (up to 12 weeks);

To care for an immediate family member (employee’s spouse,

child, or parent, with a serious health condition (up to 12 weeks);

Because of the employee’s serious health condition that makes

the employee unable to perform the employee’s job (up to 12

weeks);

To care for a Covered Service member with a serious injury or

illness related to certain types of military service (up to 26 weeks)

(see Military Related FMLA for more details); or

To handle certain qualifying exigencies arising out of the fact

that the employee’s spouse, son, daughter, or parent is on duty

under a call or order to active duty in the Uniformed Service (up

to 12 weeks) (see Military-Related FMLA Leave for more details).

The maximum amount of leave that may be taken in a 12-month period

for all reasons combined is 12 weeks, with one exemption. For leave to

care for a Covered Service Member, the maximum combined leave

116

entitlement is 26 weeks, with leaves for all other reasons constituting no

more than 12 of those 26 weeks.

Definitions:

Definitions: Definitions:

Definitions: A “Serious Health Condition” is an illness, injury, impairment,

or physical or mental condition that involves either an overnight stay in a

medical care facility, or continuing treatment by a health care provider

for a condition that either prevents the employee from performing the

functions of the employee’s job, or prevents the qualified family member

from participating in school or other daily activities. Subject to certain

conditions, the continuing treatment requirement includes an incapacity

of more than three full calendar days and two visits to a health care

provider or one visit to a health care provider and a continuing regimen

of care; an incapacity caused by pregnancy or prenatal visits, a chronic

condition, or permanent or long-term conditions; or absences due to

multiple treatments. Other situations may meet the definition of

continuing treatment.

A “Covered Service member” is a member or veteran of the Armed

Forces, including the National Guard or Reserves, who is undergoing

medical treatment, recuperation, or therapy, is otherwise in outpatient

status, or is otherwise on the temporary disability retired list, for a serious

injury or illness. The term “serious injury or illness” means an injury or

illness incurred by the member in the line of duty while on active duty in

the Armed Forces that may render the member rank, or rating, or one

the existed before the beginning of active duty. With regard to veterans,

the injury or illness may manifest itself before or after the individual

assumed veteran status.

“Qualifying exigencies” include activities such as short-notice

deployment, military events, arranging alternative childcare, making

financial and legal arrangements related to the deployment, rest and

recuperation, counseling, and post-deployment debriefings.

Identifying the 12

Identifying the 12Identifying the 12

Identifying the 12-

-Month Period:

Month Period: Month Period:

Month Period: The Hotel measures the 12- month

period in which leave is taken by the “rolling” 12-month method,

measured backward from the date of any FMLA leave with one

exception. For leave to care for a Covered Service member, the Hotel

calculated the 12-month period beginning on the first day the eligible

employee takes FMLA leave to care for a Covered Service member and

ends 12 months after that date. FMLA leave for the birth or placement of

117

a child for adoption or foster care must be concluded within 12 months

of the birth or placement.

Using Leave:

Using Leave: Using Leave:

Using Leave: Eligible employees may take FMLA leave in a single block of

time, intermittently (in separate blocks of time), or by reducing the

normal work schedule when medically necessary for the serious health

condition of the employee or immediate family member, or in the case of

a Covered Service Member, his or her injury or illness. Eligible employees

may also take intermittent or reduced-scheduled leave for military

qualifying exigencies. Intermittent leave is not permitted for birth of a

child, to care for a newly-born child or for placement of a child for

adoption or foster care. Employees who require intermittent or reduced-

schedule leave must try to schedule their leave so that it will not unduly

disrupt the Hotel’s operations.

Paid

Paid Paid

Paid Time Off

Time Off Time Off

Time Off –

––

–

Vacation, Sick, Personal and Holiday:

Vacation, Sick, Personal and Holiday: Vacation, Sick, Personal and Holiday:

Vacation, Sick, Personal and Holiday: The company

requires you to use accrued paid leave (such as sick leave, vacation, or

PTO), concurrently with your FMLA leave. For employee FMLA Leave of

Absence, available sick time must be taken first, then vacation and then

personal time must be used. For FMLA Family or Military Caregiver or

Exigency Leave of Absence, available vacation time must be taken first,

and then personal and then sick time must be used. In order to substitute

paid leave for FMLA leave, an eligible employee must comply with the

Hotel’s normal procedures for the applicable paid-leave policy (e.g. call-in

procedures, advance notice, etc.). An employee may receive Holiday pay

while on an approved FMLA leave if the holiday falls within the first 30

day waiting period for Short Term Disability benefits. Upon approval and

payment of Disability benefits, Holiday pay will not be paid by the hotel

unless the employee has returned from FMLA leave.

Maintenance of Health Benefits:

Maintenance of Health Benefits: Maintenance of Health Benefits:

Maintenance of Health Benefits: If you and/or your family participate in

our group health plan, the Hotel will maintain coverage during your

FMLA leave on the same terms as if you had continued to work. You

must make arrangements to pay your share of health plan premiums

while on leave, when you have exhausted your paid time off and are no

longer receiving a paycheck. The Hotel may recover premiums it paid to

maintain health coverage or other benefits for you and your family. Use

of FMLA leave will not result in the loss of any employment benefit that

accrued prior to the start of your leave.

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Notice and Medical Certification:

Notice and Medical Certification:Notice and Medical Certification:

Notice and Medical Certification:

When seeking FMLA leave, you are required to provide:

1. Sufficient information for us to determine if the requested leave

may qualify for FMLA protection and the anticipated timing and

duration of the leave. Sufficient information may include that you

are unable to perform job functions, a family member is unable

to perform daily activities, the need for hospitalization or

continuing treatment by a health care provider, or circumstance

supporting the need for military family leave. You must also

inform the Hotel if the requested leave is for a reason for which

FMLA leave was previously taken or certified.

If the need for leave if foreseeable, this information must be

provided 30 days in advance of the anticipated beginning date

of the leave. If the need for leave is not foreseeable, this

information must be provided as soon as is practicable and in

compliance with the Hotel’s normal call-in procedures, absent

unusual circumstances.

2. Medical certification supporting the need for leave due to a

serious health condition affecting you or an immediate family

member within 15 calendar days of the Hotel’s request to

provide the certification (additional time may be permitted in

some circumstances). If you fail to do so, we may delay the

commencement of your leave, withdraw any designation of

FMLA leave or deny the leave, in which case your leave of

absence would be treated in accordance with our standard leave

of absence and attendance policies, subjecting you to discipline

up to and including termination. Second or third medical

opinions and periodic re-certifications may also be required.

3. Periodic reports as deemed appropriate during the leave

regarding your status and intent to return to work; and Medical

certification of fitness for duty before returning to work, if the

leave was due to your serious health condition. The Hotel will

require this certification to address whether you can perform the

essential functions of your position.

119

Failure to comply with the foregoing requirements may result in delay or

denial of leave, or disciplinary action, up to and including termination.

Employer Responsibilities:

Employer Responsibilities: Employer Responsibilities:

Employer Responsibilities: To the extent required by law, the Company

will inform employees whether they are eligible under FMLA. Should an

employee be eligible for FMLA leave, the Hotel will provide him or her

with a notice that specifies any additional information required as well as

the employee’s rights and responsibilities. If employees are not eligible,

the Hotel will provide a reason for the ineligibility. The Hotel will also

inform employees if leave will be designated as FMLA-protected and, to

the extent possible, note the amount of leave counted against the

employee’s leave entitlement. If the Hotel determines that the leave is not

FMLA-protected, the Hotel will notify the employee.

Job Restoration:

Job Restoration: Job Restoration:

Job Restoration: Upon returning from FMLA leave, eligible employees will

typically be restored to their original job or to an equivalent job with

equivalent pay, benefits, and other employment terms and conditions.

Failure to Return after FMLA Leave:

Failure to Return after FMLA Leave: Failure to Return after FMLA Leave:

Failure to Return after FMLA Leave: Any employee who fails to return to

work as scheduled after FMLA leave or exceeds the 12-week FMLA

entitlement (or in the case of military caregiver leave, the 26-week FMLA

entitlement), will be subject to the Hotel’s standard leave of absence and

attendance policies. This may result in termination if you have no other

Hotel-provided leave available to you that applies to your continued

absence. Likewise, following the conclusion of you FMLA leave, the

Hotel’s obligation to maintain your group health plan benefits ends

(subject to any applicable COBRA rights).

Other Employment:

Other Employment: Other Employment:

Other Employment: The Hotel generally prohibits employees from

holding other employment while on FMLA that is inconsistent

with the employee’s need for FMLA leave. This policy remains in force

during all leaves of absence including FMLA leave and may result in

disciplinary action, up to and including immediate termination of

employment.

Fraud:

Fraud: Fraud:

Fraud: Providing false or misleading information or omitting material

information in connection with an FMLA leave will result in disciplinary

action, up to and including termination.

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Limited Nature of this Policy:

Limited Nature of this Policy: Limited Nature of this Policy:

Limited Nature of this Policy: This policy should not be construed to

confer any express or implied contractual relationship or rights to any

employee not expressly provided for by FMLA. The Hotel reserves the

right to modify this or any other policy as necessary, in its sole discretion

to the extent permitted by law. State or local leave laws may also apply.

Military Related FMLA Leave

FMLA leave may also be available to eligible employees in connection

with certain service-related medical and non-medical needs of family

members. There are two forms of such leave. The first is Military Caregiver

Leave, and the second is Qualifying Exigency Leave. Each of these leaves

is detailed below.

Military Caregiver Leave

Unpaid Military Caregiver Leave is designed to allow eligible employees

to care for certain family members who have sustained serious injuries or

illnesses in the line of duty while on active duty. The family member must

be a “Covered Service Member,” which means: (1) a current member or

veteran of the Armed Forces, National Guard or Reserves, (2) who is

undergoing medical treatment, recuperation, or therapy, or in the case of

a veteran, who was a current member of the Armed Forces, National

Guard or Reserves within five years prior to the treatment for which an

eligible employee request leave; is otherwise in outpatient statues, or is

otherwise on the temporary disability retired list, (3) for a serious injury or

illness that may render a current member medically unfit to perform the

duties of the member’s office, grade, rank, or rating. Military Caregiver

Leave is not available to care for Service Members on the

permanent

disability retired list.

To be “eligible” for Military Caregiver Leave, the employee must be a

spouse, son, daughter, parent, or next kin of the Covered Service

Member. “Next of kin” means the nearest blood relative of the Service

Member, other than the Service Member’s spouse, parent, son, or

daughter, in the following order of priority: blood relatives who have

121

been granted legal custody of the Service Member by court decree or

statutory provisions; brothers and sisters; grandparents; aunts and uncles;

and first cousin; unless the Service Member has specifically designated in

writing another blood relative as his or her nearest blood relative for

purposes of Military Caregiver Leave. The employee must also meet all

other eligibility standards as set forth within the FMLA Leave policy.

An eligible employee may take up to 26 work weeks of Military Caregiver

Leave to care for a Covered Service Member in a “single 12-month

period.” The “single 12-month period” begins on the first day leave is

taken to care for a Covered Service Member and ends 12 months

thereafter, regardless of the method used to determine leave availability

for other FMLA-qualifying reasons. If an employee does not exhaust his

or her 26 workweeks of Military Caregiver Leave during this “single 12-

month period,” the remainder is forfeited.

Military Caregiver Leave applies on a per-injury basis for each Service

Member. Consequently, an eligible employee may take separate periods

of caregiver leave for each and every Covered Service Member, and/or

for each and every serious injury or illness of the same Covered Service

Member. A total of no more than 26 workweeks of Military Caregiver

Leave, however, may be taken within any single 12-month period.”

Within the “single 12-month period” described above, an eligible

employee may take a combined total of 26 weeks of FMLA leave

including up to 12 weeks of leave for any other FMLA- qualifying reason

(i.e. birth or adoption of a child, serious health condition of the employee

or close family member, or a qualifying exigency). For example, during

the “single 12-month period,” an eligible employee may take up to 16

weeks of FMLA leave to care for a Covered Service Member when

combined with up to ten weeks of FMLA leave to care for a newborn

child.

An employee seeking Military Caregiver Leave may be required to

provide appropriate certification from the employee and/or Covered

Service Member and completed by an authorized health care provider

within 15 days. Military Caregiver Leave is subject to the other provisions

in our FMLA Leave Policy (requirements regarding employee eligibility,

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appropriate notice of the need for leave, use of accrued paid leave, etc.).

Military Caregiver Leave will be governed by, and handled in accordance

with, the FMLA and applicable regulations, and nothing within this

policy should be constructed to be inconsistent with those regulations.

Qualifying Exigency Leave

Eligible employees may take unpaid “Qualifying Exigency Leave” to tend

to certain “exigencies” arising out of the duty under a call or order to

active duty of a “covered military member” (i.e. the employee’s spouse,

son, daughter, or parent”. Up to 12 weeks of Qualifying Exigency Leave

is available in any 12-month period, as measured by the same method

that governs measurement of other forms of FMLA leave within the

FMLA policy (with the exception of Military Caregiver Leave, which is

subject to a maximum of 26 weeks of leave in a “single 12-month

period”). Although Qualifying Exigency Leave may be combined with

leave for other FMLA-qualifying reasons, under no circumstances may

the combined total exceed 12 weeks in any 12-month period (with the

exception of Military Caregiver Leave as set forth above). The employee

must meet all other eligibility standards as set forth within the FMLA

policy.

Persons who can be ordered to active duty include active and retired

members of the Regular Armed Forces, certain members of the retired

Reserve, and various other Reserve members including the Ready

Reserve, the Selected Reserve, the Individual Ready Reserve, the National

Guard, state military, Army Reserve, Navy Reserve, Marine Corps Reserve,

Air National Guard, Air Force Reserve, and Coast Guard Reserve.

A call to active duty refers to a

federal

call to active duty, and

state

calls to

active duty are not covered unless under order of the President of the

United States pursuant to certain laws.

Qualifying Exigency Leave is available under the following

circumstances:

123

1. Short

ShortShort

Short-

-notice deployment

notice deploymentnotice deployment

notice deployment. To address any issue that arises out of

short notice (within seven days or less) of an impending call or

order to active duty.

2. Military events and related activities

Military events and related activitiesMilitary events and related activities

Military events and related activities. To attend any official

military ceremony, program, or event related to active duty or a

call to active duty status or to attend certain family support

assistance programs and informational briefings.

3. Childcare and school activities

Childcare and school activitiesChildcare and school activities

Childcare and school activities. To arrange for alternative

childcare; to provide childcare on an urgent, immediate need

basis; to enroll in or transfer to a new school or daycare facility;

or to attend meetings with staff at a school or daycare facility.

4. Financial or legal arrangement

Financial or legal arrangementFinancial or legal arrangement

Financial or legal arrangement. To make or update various

financial or legal arrangements; or to act as the covered military

member’s representative before a federal, state, or local agency

in connection with service benefits.

5. Counseling

CounselingCounseling

Counseling. To attend counseling (by someone other than a

health care provider) for the employee, the covered military

member, or for a child or dependent when necessary as a result

of duty under a call or order to active duty.

6. Temporary rest and recuperation

Temporary rest and recuperationTemporary rest and recuperation

Temporary rest and recuperation. To spend time with a covered

military member who is on short-term, temporary rest and

recuperation leave during the period of deployment. Eligible

employees may take up to five days of leave for each instance of

rest and recuperation.

7. Post

PostPost

Post-

-deployment activities

deployment activitiesdeployment activities

deployment activities. To attend arrival ceremonies,

reintegration briefings and events, and any other official

ceremony or program sponsored by the military for a period of

up to 90 days following termination of the covered military

member’s active duty status. This also encompasses leave to

address issues that arise from the death of a covered military

member while on active duty status.

8. Mutually agreed leave

Mutually agreed leaveMutually agreed leave

Mutually agreed leave. Other events that arise from the close

family member’s duty under a call or order to active duty,

provided that the company and the employee agree that such

leave shall qualify as an exigency and agree to both the timing

124

and duration of such leave.

An employee seeking Qualifying Exigency Leave may be required to

submit appropriate supporting documentation in the form of a copy of

the covered military member’s active duty orders or other military

documentation indicating the appropriate military status and the dates of

active duty status, along with a statement setting forth the nature and

details of the specific exigency, the amount of leave needed and the

employee’s relationship to the military member, within 15 days.

Qualifying Exigency Leave will be governed by, and handled in

accordance with, the FMLA and applicable regulations, and nothing

within this policy should be construed to be inconsistent with those

regulations.

Jury Duty Leave

An employee may take leave to serve as a member of a jury and will

receive regular pay during this time (beginning on the very first day of

jury duty) and for a period of up to two weeks. You must provide written

notice from the courts to your Supervisor prior to taking leave for jury

duty. You must report back to work if not serving on a jury.

Leave for Crime Victims

The Broadmoor complies with its obligations under state law to provide

time off from work for employees who require leave because he or she is

the victim of domestic abuse, the victim of stalking, the victim of sexual

assault, or other crimes of domestic abuse. If you need time off under

these circumstances, please contact the Human Resources Department.

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Bereavement Leave

Full-time employees who have completed six months of employment will

be granted up to three days of leave with pay, for the death of any of the

following family members: mother, father, step

mother, father, stepmother, father, step

mother, father, step-

-mother, step

mother, stepmother, step

mother, step-

-father,

father, father,

father,

spouse, child, brother, sister, mother

spouse, child, brother, sister, motherspouse, child, brother, sister, mother

spouse, child, brother, sister, mother-

inin

in-

-law, father

law, fatherlaw, father

law, father-

-in

inin

in-

-law, grandchild,

law, grandchild, law, grandchild,

law, grandchild,

grandmother or grandfather

grandmother or grandfathergrandmother or grandfather

grandmother or grandfather. You must notify your Supervisor in order to

receive this leave. Documentation may be required.

Military Leave

The Company allows employees who require time off from work to fulfill

military duties to meet those commitments. Military Leave is granted

without pay. Please provide a copy of your duty orders to your supervisor

as soon as possible. Advise your Supervisor and fill out the appropriate

paperwork at least 30 days prior so arrangements can be made to cover

your absence. You will be re-employed in accordance with the law. Other

military leave and/or veterans benefits will be granted as required by law.

Insurance Benefits

Various insurance benefits are available to full-time employees after they

have completed the necessary waiting period. You will be notified when

you become eligible to enroll in these programs and you will be invited

to attend a mandatory Benefits Orientation. You can choose a plan

which best meets the needs of you and your family.

For certain types of insurance coverage, you must enroll during the

month in which you first become eligible. If you do not enroll at that

time, then you must wait until the annual Open Enrollment period each

year to apply for coverage. Contact the Benefits office in Human

Resources if you have any questions concerning your insurance.

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401(k) Retirement Savings Plan

The Broadmoor’s 401(k) Retirement Savings Plan offers eligible

employees a tax-favored retirement plan. It allows you to save for

retirement with tax-deferred dollars. In addition, The Broadmoor will

match $0.50 to every dollar that the employee contributes up to the first

6% of deferred compensation.

To be eligible, you must be full time or part time, have completed one

year of service, and be 21 years of age or older.

New hires may rollover funds from another qualified employer plan or

IRA immediately upon hire; however, you will not be allowed to make

contributions to the plan until the eligibility requirements stated above

have been met.

Newly-eligible employees will be auto-enrolled upon the passage of their

one year anniversary. Deferral percentage defaults to 3% per pay period

(which the company will match at 50% up to the first 6%) and all monies

are deposited by default into a Fidelity Freedom Fund based on date of

birth and projected date of retirement.

If a newly-eligible employee desires to opt out of an auto-enrollment in

the 401(k) Retirement Savings Plan, you must do so during the month in

which you first become eligible by changing your deferral percentage to

zero.

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

• Automatically increases your contribution each year in 1%

increments up to a maximum of 6%. You may elect to opt out of

this program by contacting Fidelity Investments.

Rehires:

• If you were previously contributing or eligible in The

Broadmoor’s 401(k) plan, the plan requires you to contact

Fidelity Investments to reestablish your elected deferral

percentage.

Once enrolled, plan participants may make changes to their deferral

percentage, investment allocations, or other account activities as detailed

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in the plan documents. You may obtain additional information from the

Benefits office or by calling Fidelity Investments at 1-800-835-5095.

Bridge of Service Policy

Under certain circumstances, an employee who has previously worked

for The Broadmoor and returns to work may receive credit for pervious

service years. An employee returning to The Broadmoor Hotel after a

break in service is eligible for a bridge of service if all the following

conditions are met:

• You must remain re-employed with The Broadmoor Hotel for

one year before service will be bridged.

• No credit for prior service will be given if the time worked during

prior service is less than the break in service.

• If there is more than one break in service due to a status change

or a separation of employment, an adjustment will only be made

for the most recent period, even if a prior break in service was

previously bridged.

• If returning to employment within 30 days of separation you will

receive full service credit upon rehire. You are subject to waiting

periods or medical, dental, and paid time off accruals.

• Only service years involving full time service will be taken into

consideration when bridging service.

• Only completed years of service will be taken into consideration

when bridging service years.

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VI.

VI.VI.

VI. HEALTH AND SA

HEALTH AND SAHEALTH AND SA

HEALTH AND SAFETY

FETYFETY

FETY

Mission Statement

Mission StatementMission Statement

Mission Statement

“Dedicated to providing a comprehensive health and safety program,

“Dedicated to providing a comprehensive health and safety program, “Dedicated to providing a comprehensive health and safety program,

“Dedicated to providing a comprehensive health and safety program,

resulting in accident and injury prevention through work safety

resulting in accident and injury prevention through work safety resulting in accident and injury prevention through work safety

resulting in accident and injury prevention through work safety

awareness and understanding.”

awareness and understanding.”awareness and understanding.”

awareness and understanding.”

Providing for the health, safety, and security of our guests and employees

is one of the top priorities at The Broadmoor Hotel. Certain operations of

a large hotel may involve potential work hazards. Where appropriate,

your Supervisor will inform you of the protective equipment and safety

precautions necessary to protect you from harm. Each employee must

follow all safety rules and regulations. Failure to follow your department’s

safety rules may reduce your worker’s compensation benefits by 50%

and disciplinary action may result.

The following information will assist you in maintaining a safe and

healthy work environment while employed at The Broadmoor Hotel.

Safety and Security

Safety and security is every employee’s responsibility at The Broadmoor

Hotel; however, the ONLY person who can keep you safe on a day-to-

day basis is YOU.

Perform your work with due caution and care. Always use good

common sense. Proper training and preventive practices will minimize

the possibility of injury or loss. Be alert and safety conscious to avoid

accidents.

Employees are expected to cooperate fully with both Loss Prevention

and Risk Management offices. The safety and security of both Broadmoor

employees as well as our guests is of utmost importance.

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Witness to Acts of Vandalism, Theft or Fire Incidents

If you see someone vandalizing, stealing or setting fire to Hotel or

personal property, call Loss Prevention’s Emergency Number (ext. 5100),

Risk Manager (ext. 5895), or the Director of Human Resources (ext.

5846).

You may be eligible to receive up to a $500 reward if you provide

information that proves that an individual has participated in acts of

vandalism, theft or arson.

Reporting Unsafe Conditions and Hazards

You should constantly be alert and on the lookout for potential safety

hazards. If you come across an unsafe condition or hazard anywhere in

the Hotel that falls within your ability to control (in other words, you can

correct it yourself), please take the initiative and do so. This is for your

own safety as well as that of fellow employees and/or guests of the

Hotel.

If you notice or observe an unsafe act or condition but cannot easily or

safely correct the hazard, then immediately report the problem to your

Department Manager, Supervisor, Loss Prevention, and/or the Risk

Management Office in Human Resources.

If immediate maintenance or repair is required, then contact Engineering

using the FIXX line (ext. 3499). Be specific about location or type of

maintenance work to be done.

If the problem does not require immediate attention, then complete a

Broadmoor Engineering Maintenance Request form, found near all

employee time clocks. If it is a safety concern, note that on the form. Turn

the completed form in to your Department Manager, Supervisor, or

directly to Engineering.

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Emergency Procedures

In the event of an emergency, call Loss Prevention’s emergency number,

ext. 5100, or dial 911 immediately.

Fire Safety

If you discover or observe a fire, call Loss

Prevention’s emergency number at ext. 5100

immediately.

• Remain calm- give your name, location and details of the fire.

• Alert anyone in the immediate area.

• Set off an alarm if possible.

You should familiarize yourself with the location and operation of all fire

extinguishers in your respective work area.

Hazard Communication/Right-to-Know Program

Your Supervisor can review The Broadmoor’s written Hazard Communication Right-to-

Know program with you. Your Supervisor will also instruct you in proper labeling of

chemicals, Safety Data Sheet (SDS) locations, and other employee safety information

and training.

Any questions concerning your department’s Hazard Communication Right-to-Know

program should be directed to either your Supervisor or the Risk Management office in

Human Resources.

Bloodborne Pathogens

In the course of your duties as an employee, you may encounter a

situation in which blood or bodily fluids are present. Potential exposure

risks include hypodermic needles, soiled linens, broken glass,

contamination instruments, first-aid treatment, clean up after an illness,

and other potential sources of occupational exposure.

131

Although the risk is slight, it is possible that certain occupations may pose

an increased chance of contact with and/or potential exposure to

materials soiled or contaminated with blood or other bodily fluids.

Employees in occupations where there is an increased chance of

exposure will receive Bloodborne Pathogen training and will be offered

the Hepatitis B vaccine.

Immediately report any situation involving exposure to blood or bodily

fluids to your Department Manager, Supervisor, Loss Prevention, the

Assistant Manager, and/or the Risk Management office so that proper

action can be taken by specially trained and equipped employees.

Personal Protective Equipment

Some positions at The Broadmoor may require you to wear personal

protective equipment for your safety. Your Supervisor will train you in the

use and maintenance of the equipment.

Proper use of personal protective equipment is a key to preventing

Proper use of personal protective equipment is a key to preventing Proper use of personal protective equipment is a key to preventing

Proper use of personal protective equipment is a key to preventing

injuries and illness at work in the event of an accident.

injuries and illness at work in the event of an accident.injuries and illness at work in the event of an accident.

injuries and illness at work in the event of an accident.

Failure to use personal protective equipment may jeo

Failure to use personal protective equipment may jeoFailure to use personal protective equipment may jeo

Failure to use personal protective equipment may jeopardize your

pardize your pardize your

pardize your

worker’s compensation benefits and disciplinary action may result.

worker’s compensation benefits and disciplinary action may result.worker’s compensation benefits and disciplinary action may result.

worker’s compensation benefits and disciplinary action may result.

Lock-Out / Tag-Out

Locking out to a “Zero Energy State” is a planned

approach for service and maintenance safety. It takes into

account the total energy of a system and eliminates the

possibility of sudden or unexpected release of that energy

during such service or maintenance functions.

The purpose of the lock-out/tag-out policy is to prevent personal injury

and property damage due to the accidental energizing or startup of

machinery, equipment and/or process systems under repair or on which

maintenance is being performed.

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It is the responsibility of the employees trained and authorized in lock-

out/tag-out procedures to perform these tasks in a manner that would

protect them and all other employees working in and/or around the area

from potential injury.

Quarterly Safety Meeting

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

a Department Head meeting.

Hotel Vehicle Operation

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

motorized vehicle.

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

vehicle you are operating.

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

left unattended.

3. You are responsible for paying all penalties or fines for traffic

violations incurred while driving Hotel owned vehicles.

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

times.

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

owned vehicles.

6. In the event of a vehicle accident and/or incident which results in

injury or property damage of any kind, you must immediately

notify your Supervisor and Loss Prevention.

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

streets.

133

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

including golf carts.

9. You must notify your Supervisor immediately if you are charged

with any citations or if there is any change in the status of your

license.

10. At company discretion, employees regularly assigned to driving

positions will be subject to periodic checks of their driving record.

For further information, please contact your Supervisor and/or refer to

the current policy on the safe operation of motorized vehicles.

Distracted Driving

The Broadmoor is committed to establishing and following practices that

provide for the safety and well-being of all employees. With the fact that

everyone is more connected than ever before and information flows

constantly, distracted driving has become a primary cause of these

accidents. Using a cell phone while driving increases the risk of a crash by

four times, and texting increases crash risk by 23 times.

The Broadmoor promotes safe driving habits whether driving a company

vehicle or your personal vehicle on Company business. Employees must

refrain from using PDAs, smart phones, cell phones or any other

communication devices while operating a motor vehicle, unless

approved by their manager. If an employee is permitted to use a

device for phone calls or radio communication, they must use hands free

communication. Sending or reading text messages, emails or other

written communications while driving a company vehicle is prohibited.

Failure to follow company policy while driving may result in

disciplinary action up to and including termination.

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Drug and Alcohol Policy

As a condition of initial and continued employment, the Company

prohibits employees from reporting to work or performing their duties

with any unlawful drugs or alcohol in their systems. Employees also are

prohibited from using, possessing, manufacturing, distributing, or making

arrangements to distribute unlawful drugs or alcohol while at work, off

site at training or meetings, on Company or customer property (including

in personal vehicles onsite), during lunch or breaks, or in Company

vehicles. Further, the Company prohibits all unlawful drug use,

possession, or distribution, whether on or off duty — drugs can stay in

one’s system and affect work later. Since it violates federal law to use or

possess marijuana, the use of marijuana for medical and or recreational

purposes as permitted by state law is not permitted under the Hotel’s

policy.

We recognize that some employees, from time to time, entertain

customers and guests of the Hotel as part of their normal job duties,

and/or while attending company sponsored events where alcohol is

offered. Such employees must have the approval of senior management

to engage in any activities that would normally be in violation of this

policy, such as drinking alcohol. We expect that those employees who

drink alcohol when entertaining customers or guests of the Hotel will do

so in moderation.

The Broadmoor Hotel has established the following testing guidelines

and adherence to the hotel’s drug and alcohol testing policy is

considered to be a general condition of employment. Drug testing will

be performed in situations of:

1. Post

PostPost

Post-

-Accident/Illness

Accident/Illness Accident/Illness

Accident/Illness - Any employee who is involved in a work-

related accident and/or illness regardless of severity. A witness to

a work-related accident is also subject to testing guidelines.

2. Post Motorized Vehicle Accident

Post Motorized Vehicle Accident Post Motorized Vehicle Accident

Post Motorized Vehicle Accident - Any employee who is involved in

any type of work related motorized vehicle accident and/or

incident regardless of the extent of damage or injury.

3. Reasonable Suspicion/Reasonable Cause

Reasonable Suspicion/Reasonable Cause Reasonable Suspicion/Reasonable Cause

Reasonable Suspicion/Reasonable Cause - Any employee whose

actions appear impaired and/or is believed to have drugs in their

135

system. This includes any employee who is found to be working

in an unsafe manner, was directly involved and/or caused injury

to a co-worker, and/or working in an unsafe manner

causing destruction to hotel and/or guest property.

The Company may conduct a breathalyzer alcohol test and/or collect a

urine sample when the Company has reasonable suspicion that the

employee has violated the Drug and Alcohol Policy, including accidents

suggesting carelessness, disregard of safety rules or other conduct

indicating possible violation of the Drug and Alcohol Policy.

Violation of these rules, including: (1) a test indicating being under the

influence of alcohol or the presence of unlawfully used drugs in an

employee’s system; (2) refusal to cooperate with the Company in any

test, search or investigation, or failure to execute any paperwork or

consent forms necessary for examinations or tests; (3) possession of,

distribution of, or consumption of unlawful or abused drugs,

unauthorized alcohol, or drug paraphernalia; (4) tampering with or

adulterating a test sample; or (5) unlawful conduct on or off duty will

result in discipline, including immediate discharge of current employees

or disqualification of an applicant.

Employees who refuse to submit to a test for alcohol or for unlawful

drugs may be disqualified for unemployment compensation benefits. A

blood test will not be conducted.

Although the proper use of medication is not prohibited, employees

should consult with a Company-designated physician, or the employee’s

supervisor, when he or she is legitimately taking medication which he or

she has reason to believe may affect safety or performance. Any

prescription medication brought onto Company or customer property or

taken aboard Company vehicles must be retained in its original container

labeled with the names of the employee and the prescribing physician.

No employee may take another person’s medication. The law treats the

abuse of prescription medication as unlawful drug use.

If an employee wants to seek help for drug or alcohol problems prior to

being found in violation of the Company’s Drug and Alcohol Policy or

being asked to undergo a test, he or she may seek information from the

136

Assistant Director of Human Resources or the Director of Human

Resources.

Work Related Accident/Illness Reporting

In the event of an accident or illness that arises out of or through the

course of the employee’s work related activity, the following guidelines

will be followed:

1. In accordance with hotel policy, ALL

ALLALL

ALL

injuries or illnesses, no

matter how minor, which result from a work-related accident or

other occupational exposure, must be reported IMMEDIATELY

IMMEDIATELY IMMEDIATELY

IMMEDIATELY to

your Supervisor, Loss Prevention, and/or the Risk Management

office in Human Resources. This means at the time the accident

or injury occurred and definitely no later than the end of your

work shift!

2. In accordance with state law, it is the responsibility of the

employee to report on the job injuries or illnesses to your

Supervisor within four working days of the accident.

3. Failure to promptly report an on-the-job injury or illness may

adversely affect your workers’ compensation entitlements.

4. All arrangements for medical treatment due to an on-the- job

injury or illness will be made through the Risk Management

office. After regular business hours treatment will be coordinated

through Loss Prevention.

5. After your initial evaluation, future appointments for follow-up

treatment and care may be required. *You should make every

effort to schedule any subsequent medical appointments either

before or after your normal work shift.*

You need to contact Risk

Manager for this follow up.

6. You are solely responsible for keeping all scheduled

appointments and for rescheduling any appointment you may

have missed. Be advised that if you miss an appointment and do

not contact the medical provider within 24 hours, it may be

presumed that you have fully recovered from the effects of your

137

injury and that you are no longer in need of treatment. If this

is the case, your workers’ compensation entitlements may be

suspended or terminated. In addition, you may be billed for not

calling to cancel an appointment.

7. Every effort will be made to ensure that you receive appropriate

medical treatment and care for any work related injury or illness;

however, we have to know about a problem in order to correct

it! If there is an issue or concern, please contact the Risk

Management Office in Human Resources immediately. During

the course of treatment, the employee is responsible for

maintaining constant communication with the Risk Management

Office to ensure quality and continuity of care.

8. All medical treatment received for work-related injuries and/or

illness not coordinated through the Risk Management Office will

be considered unauthorized treatment of the employee.

Modified Duty/Return-To-Work

The modified duty/return-to-work program is intended to provide a

supportive environment designed to speed the recovery and return of an

injured employee to productive work capacity.

Modified work assignments are readily available and are designed to

provide work for employees who are physically capable of working

but who may be temporarily unable to perform their regularly

assigned duties or responsibilities due to a work related injury. One may

not refuse a modified duty position if qualified. Contact the Risk

Management office for further details.

Non-Work Related Injury/Illness

In the event of absence due to a non-work related injury or illness, an

employee may be required to provide medical documentation. Such

documentation, if required, must be in writing.

138

In all cases, if an employee misses three or more consecutive days from

work due to a non-work related injury or illness, a medical release is

required before you may be allowed to return. Such a release must

indicate the date on which you may return to work and clearly specify

what, if any, physical restrictions and/or limitations you have been placed

under by your medical provider, including the expected duration of such

restrictions.

Receipt of medical documentation may not be sufficient justification for

withholding or delaying appropriate disciplinary action if an employee

has an established record of excessive absenteeism or tardiness.

In the event an employee has a non-work related injury or illness that

temporarily prevents the employee from returning to the full duties of

the position, alternate or modified duty will not be provided unless

otherwise required by law. Situations such as these will be evaluated on

a case-by-case basis and a determination made as to whether an

employee can safely perform the normal or essential functions of the job

for which they were hired.

For any personal health problems, please seek the advice of your family

physician. Workers’ compensation does not cover expenses for non-work

related accidents, injuries or illnesses (for example, a private automobile

accident). Your health and/or automobile insurance coverage would

apply.

If, however, your personal medical provider should make a medical

diagnosis that they believe may be related to work or to your job, have

them clearly document the condition. You should then bring this

information directly to the attention of the Risk Management office in

Human Resources so that arrangements can be made for you to be

referred to the designated medical provider for further evaluation.

139

Worker’s Compensation

Whenever a work-related injury or illness occurs that requires any type of

outside medical treatment, the worker’s compensation process is

initiated.

Worker’s compensation covers the cost for medical treatment that may

arise as the direct result of any work-related injury or illness. You are

entitled under the law to reasonable and necessary treatment for your

occupational injury or illness.

Should a work-related injury force you to be out-of-work (a lost- time

injury), be advised that the first three lost workdays are to be recorded as

sick time. If you have no sick time available, then it will be recorded as

vacation time. If you have no vacation time, then is will be recorded as

time off without pay. This three-day waiting period is a requirement

under the workers’ compensation laws of the State of Colorado.

If, after the third business day, you are still unable to return to work, then

workers’ compensation (via the insurance carrier) will make wage

payments at 2/3 (equal to approximately 66.66%) of your average

weekly wage (subject to the state maximum wage rate structure).

Payments, sent directly to your home address, will continue at this rate

once every two weeks until you are physically capable of returning to

work.

Fraudulent Worker’s Compensation Claims

Employees who make false statements or claims for the purpose of

obtaining worker’s compensation entitlements, awards, or compensation

will be subject to disciplinary action, up to and including the immediate

termination of employment.

The Colorado Worker’s Compensation Act, 8-43-402 C.R.S., provides that

if a person willfully makes a false statement or representation material to

a Worker’s Compensation claim for the purpose of obtaining benefits,

payments, compensation, or awards such person commits a class five

felony.