Employee Information

It is agreed between employee and Crystal Ridge Golf Club, the Crystal Ridge will provide, and the employee will take, time off with pay in place of overtime pay, for all overtime hours worked.

Time off with pay will be banked at the rate of 1 hour for each overtime hour worked, at the regular rate of wages.

Overtime is all hours worked over 8 hours a day or 44 hours a week, whichever is greater (8/44 rule).

Crystal Ridge Golf Club will provide the time off with pay when an employee could have worked and received regular (non-overtime) wages.
Banked hours will be taken within 6 months of the end of the pay period in which they were earned. Any banked hours not taken within this time period will be paid out at the rate of 1.5 times the employee's regular wage rate.

We believe Customer Experience is providing a friendly social atmosphere, quality service, beautiful golf course, and always listening to our customers. Technology will become more and more a part of the Crystal Ridge experience and we look forward to the future of gold, providing the “New Age” golf experience to our customers, and growing the game of golf.

Crystal Ridge Managers are expected to establish a LEAN Culture of continually identifying and eliminating waste (processes, etc.) in all levels of the organization. Managers must always question why we do it, how we do it, and can we improve/eliminate the process. The goal of Crystal Ridge is to be the most efficient golf course, which sets the example for the rest. We must be disruptor’s in the golf industry, as traditional golf management will not be successful moving forward. This is not about perfection, rather continual improvement in all procedures and processes.

At all times, this is the guiding principle for managers to treat staff and how managers will be treated by the organization. This means we expect all managers and staff to do their jobs and do them well. Do not expect other managers to pick up slack or do your job, unless absolutely needed and previously discussed. Work is shown through production, not by telling others how hard you work or how busy you are. However, as we all know unexpected issues happen in life, we will always be fair on people, as we want everyone to enjoy coming to work. As mentioned, all managers and staff are expected to continually improve processes in all aspects of the business. WE MUST ALWAYS BE BETTER AND MORE EFFICIENT TO GROW AS A BUSINES

Crystal Ridge Golf Club is a championship 9-hole golf course that boasts multiple tee boxes a hole, which provides various degrees of difficulty. This is also beneficial for those who play 18 holes because changing the tee box on the second 9 can dramatically change the way the course plays. Crystal Ridge was once a tree farm, so you find beautiful mature trees throughout the property surrounded by meandering streams and lakes on every hole! A great choice for all skill levels so do not be fooled by a 9-hole golf course! Come experience the Crystal Ridge difference.

MaxMan's minigolf is our one-of-a-kind 18 hole mini golf course that is fun for all ages! Named in honor of Max Robinson. It is located on the south side of a parking lot surrounded by tall trees and groomed ponds.

William's Ridgehouse Restaurant offers a wonderful dining option for Okotoks and South Calgary. Enjoy an amazing meal with a glass of wine while gazing upon the Rocky Mountains and natural landscape of Crystal Ridge. Not too many places can beat that! We are the only restaurant in town that can host larger groups for dining. From 8 to 100 people for dining; we have it covered.

Executive Chef William Burridge offers a variety of different daily specials in a restaurant that is open all year round! Our staff takes pride in providing the best experience possible for our customers and we always enjoy receiving feedback. We are the new standard of delicious food, done right.

Respect for Individuals
- Respect, listen to and learn from others.

Integrity Embrace professional work ethics and standards. Teamwork
- Share knowledge and information.
- Share accountability and responsibility for success.
- Support each other and combine individual strengths to enhance team performance.

Leadership
- Lead by example.
- Provide constructive feedback.
- Treat employees fairly and equitably.
- Praise in public, critique in private

Enriching Work Environment
- Encourage enthusiasm and pride in each employee’s contribution.
- Encourage enthusiasm and pride in Crystal Ridge as a place to work.
- Create opportunities for development and career progression.
- Recognize and reward accomplishments and contributions.

Quality
- Strive for continuous improvement.
- Strive to exceed expectations.

Crystal Ridge believes in the necessity of providing safeguards for its employees against harassment or discrimination. This includes harassment and discrimination based on race, ancestry, place of origin, ethnic origin, citizenship, creed, sex, gender identification, sexual orientation, age, marital status, family status and handicap (disability).

Management will not discriminate, or condone discrimination by its employees, against any employee or job applicant on any grounds prescribed by law.

“Discrimination” means any action or inaction that differentiates between employees, imposes a disadvantage, or withholds an advantage based on protected ground.

Management will make every effort to respond immediately to any activity that undermines this policy, irrespective of whether a complaint has been made.

All Crystal Ridge employees are entitled to work in an environment free from harassment and violence.

“General Harassment” is any unwelcome behavior, conduct or communication that is offensive to an individual. It may be persistent or occasional and creates an intimidating, offensive or embarrassing work environment.

“Sexual Harassment” is any real or reasonably perceived offensive sexual comment, gesture, physical contact, or demand for sexual favors that is deliberate and unwelcome, or that should be known to be unwelcome.

Accepted social banter that commonly occurs in the work environment is not considered sexual harassment. Sexual harassment, by definition, is coercive and one-sided and both males and females can be victim of it.

“Violence” includes behavior such as physical assault and aggression.

Management will make every effort to respond immediately to any activity that undermines this policy, irrespective of whether a complaint has been made.

Employees are encouraged to bring forward to their Department Manager any complaints regarding discrimination, harassment, violence, or any other matters without fear of reprisal. No one will be disciplined or otherwise penalized for participating in the Complaint Resolution Procedure in good faith. Any matters brought forward will be investigated by management and will be treated with the strictest of confidence.

Crystal Ridge reserves the right to take disciplinary action, where appropriate, against individuals who make complaints that are clearly and demonstrably frivolous or vindictive.

Our Club’s reputation in the marketplace creates high expectations from our guests and this, in turn, depends greatly on the level of service and professional approach provided to our guests by our employees. Employees of Crystal Ridge have a responsibility to keep this in mind, and to act accordingly, always.

You are expected to dress in attire determined for your work area and in a manner consistent with the nature of our business. Depending upon the guidelines of your department, you may be expected to wear recommended or provided clothing. If you have any questions regarding what constitutes proper attire, speak with your supervisor.

Employees who are improperly dressed, in the opinion of management, will be required to make the necessary changes prior to commencement of their shift. Everyone is expected to observe appropriate grooming and personal hygiene habits.

Crystal Ridge expects you to assume responsibility for your attendance and punctuality. All staff should be outfitted in their recommended or provided clothing, and in their required location of duty, prior to scheduled start times.

Any staff member who is unable to make a shift for any reason is responsible to cover the shift with a fellow staff member who is trained and capable of successfully filling the role, subject to receiving the prior approval of your supervisor.

Scheduling may vary and be subject to change depending on tee times and the weather. This is particularly true for our Marshals and Starters and Turf Care personnel, who should speak with their respective Department Managers for the specific policies and practices to be followed.

Preserving and safeguarding Crystal Ridge property is everyone’s responsibility. Equipment, materials, and supplies are the property of Crystal Ridge and are to be used only for business purposes on the premises. They must be protected from theft, misuse, or damage. Theft or abuse of Crystal Ridge property or of a fellow employee’s property while at work will result in dismissal and/or criminal charges.

Unless authorized by management or your job requires access, the following areas are off limits to employees: administration, locker rooms, kitchen, coolers, freezer and storage areas, all bars, bag storage area or other storage areas.

All staff are welcome to order lunch and eat in the clubhouse lounge. We simply ask that staff be especially mindful of the conduct described in this Handbook when in the lounge and around Members and customers.

Staff should avoid using the clubhouse facilities, the driving range, and the golf course when it is busy. Members and customers have priority always.

Staff are required to limit personal phone calls and messaging to during break times, except in the case of an emergency. Employees are asked to notify friends and relatives accordingly. Abuse may result in personal phones being disallowed.

Whether using social media on behalf of Crystal Ridge for business purposes, or social media for personal use outside of the workplace and referring to Crystal Ridge, this policy applies.

Employees should use their best judgment to ensure their social media conduct is neither inappropriate nor harmful to Crystal Ridge, its employees, its Members, or its customers. Examples of inappropriate or harmful social media conduct include, but are not limited to, posting content or images that are offensive or defamatory, pornographic, discriminatory, harassing or that create a hostile work environment, or any illegal activity. Do not use Crystal Ridge URL to send or receive personal emails, jokes, pornography, etc.

Employees are not to publish confidential, non-public, or proprietary Crystal Ridge information, nor are they to give the impression that they are representing Crystal Ridge when they speak or act as private citizens. In addition, permission should be obtained before referring to, or posting images of, current or former employees, Members, customers, vendors, or suppliers.

Personal use of social media and the Internet while on duty is not permitted. Either may result in disciplinary action unless done infrequently and briefly.

Lost and found items are kept in the Pro Shop / Back Shop and the Administration Office, depending on the nature of the item and where it was found. Any articles found on Crystal Ridge property must be turned in as soon as is practical, either to your supervisor or to one of these lost and found locations.

Priority will be given to protecting our employees and our guests from illness, injury and risk, and to preserving materials and assets against the risk of fire, damage, and other losses. By working together, and by giving careful attention to health and safety, we will meet our shared objective of a work environment that is free from actual and potential hazards.

It is mandatory for our staff:

1. To immediately report to your supervisor any condition or practice you think is not safe or is unhealthy, and that might cause injury to yourself, a co-worker or property.

2. To immediately report all injuries to your supervisor.

3. To ask your supervisor if you have a question on any health and safety procedure.

4. To operate only equipment which you have been specifically trained to work with.

5. To stay away from a controlled product unless you have WHMIS training on that product.

6. To only adjust, alter, and repair equipment when authorized by your supervisor.

7. To wear personal protective equipment as directed.

8. To lift heavy loads only with assistance, and to bend your knees when lifting to avoid injury.

9. To put everything used back in its proper place. Disorder causes injury and waste.

10. To speak to a supervisor if you have a suggestion that will enhance health and safety.

Crystal Ridge uses a variety of materials while conducting its day-to-day operations. The WHMIS system is a national system designed and legislated to ensure employees are informed about hazardous materials to minimize or eliminate risks and protect employee health.

Employees are expected to comply with WHMIS legislation and be familiar with labeling and material safety data sheets (MSDS) of controlled products used at Crystal Ridge. In departments where hazardous materials are used, the Department Manager will ensure proper labeling and availability of MSDS to employees. Further, any employee working with, or near, a controlled product will receive WHMIS training before working with the controlled product.

Smoking poses a health risk to our employees and our guests. As such, smoking tobacco products is only permitted outdoors, in designated areas and while on scheduled breaks. Your supervisor will be able to tell you specifically when and where it is allowed.

Smoking tobacco products is specifically not allowed on the restaurant patio nor within 5 metres of any doorway, window, or air intake to any of the Club’s buildings.

At no time whatsoever is a Crystal Ridge employee permitted to smoke tobacco products or vape in the visible eye of a Member and/or customer.

The inappropriate use of alcohol and drugs can have adverse effects on job performance, the health of employees and the safety of the employee and his/her co-workers. Consumption and possession of alcohol and drugs by employees is not tolerated while on duty. Employees under the influence of drugs or alcohol while working will be subject to disciplinary action up to and including dismissal, at the discretion of management.

An employee using a prescription or non-prescription drug for its intended purpose and in the manner directed by a physician or other healthcare professional will not be in violation of this policy, so long as the employee is able to safely and adequately perform the essential duties of his/her position. Safety-sensitive positions, including those that operate vehicles or heavy machinery, will be more stringently assessed.

Employees will not be in violation of this policy for consuming alcohol at approved corporate functions, nor will any member of the management team be in violation for having an alcoholic beverage while meeting with a Member, customer or staff in a responsible manner during business hours.

Employees are encouraged to always drink responsibly and assume full liability for their actions and/or conduct arising from the consumption of alcohol.

Supervisors and Department Managers have the authority to take constructive corrective action to improve an employee’s unacceptable conduct or performance. Crystal Ridge applies a policy of progressive discipline. Depending on the severity of the problem and its history, the following progressive actions might be taken, at management’s discretion:

Coaching and/or Counseling
Verbal Notice
Written Notice
Termination with Cause

If you have any questions regarding Crystal Ridge’s expectations and standards of performance after training and orientation, please direct these to your Department Manager.

In accordance with Alberta Employment Regulations, seasonal employees are not entitled to termination notice or termination pay. As a seasonal employee, you are free to resign, and Crystal Ridge is free to dismiss you at any time without giving notice. For non-seasonal employees, the probationary period is 90 days, unless a shorter period is agreed to in your employment contract.

Crystal Ridge banks employee overtime. The banked time will be added on another pay period where they work under the regular hours. Overtime banked hours is all hours worked over 8 hours a day or 44 hours a week, whichever is greater (8/44 rule). Banked hours must be paid out with in 6 months or revert to O/T.

Seasonal employees are paid vacation pay on each paycheque in accordance with Alberta Employment Regulations. Other than in emergency situations, anytime off requests must be submitted to your supervisor at least 2 weeks in advance to allow scheduling adjustments. Salaried employees have allocated vacation hours at the beginning of year based on length of service and typically take vacation time as pre-approved by the general manager.

Crystal Ridge recognizes all the Province of Alberta’s mandated statutory/general holidays.

An employee is entitled to general holiday pay if they have worked for Crystal Ridge Golf Course for at least 30 workdays in the 12 months prior to the holiday.

Hourly employees who work on a statutory/general holiday will be paid for hours worked on that day at 1.5 times their regular rate of pay. If the holiday is on a day where the employee regularly works that day (they worked that same day 5 out of the last 9 weeks) they will be entitled to an average daily wage added onto the pay cheque. The average daily wage is calculated as such, total earnings from the last 4 weeks divided by the number of days worked in the last 4 weeks.

Hourly employees who do not work on a statutory/general holiday but is an employee who ‘regularly” works that day will be paid their “average daily wage”.
Hourly employees who do not work on a statutory/general holiday and is an employee who does not ‘regularly” work that day will not be paid their “average daily wage”.

An employee is not entitled to statutory/general holiday pay when the employee does not work on a holiday but is required or scheduled to do so, or when an employee is absent from employment without the consent of Crystal Ridge on the employee’s last regular working day preceding, or first regular working day following, the statutory/general holiday.

Salaried employees who work on a statutory/general holiday will receive paid time off in lieu.

Crystal Ridge pays its employees every second Friday by automatic bank deposit. Employees must provide their banking information prior to the commencement of employment.

Payroll cut-off for hourly employees is the close of business on the Sunday preceding pay day. Salaried employees receive wages earned up to, and including, the date of pay on payday.